情绪认知评价视角下明星员工亲组织不道德行为的诱发机制研究  

Mechanisms of Star Employees′Unethical Pro-organizational Behavior from the Perspective of Cognitive Appraisal Theory of Emotion

作　　者：赵修文[1] 杨国坤 肖金岑[1] 刘雪梅[1,3] ZHAO Xiu-wen;YANG Cu-kun;XIAO Jin-cen;LIU Xue-mei(School of Management,Xihua University,Chengdu 610039;Research Institute of International Economics and Management,Xihua University,Chengdu 610039;School of Business Administration,Southwestern University of Finance and Economics,Chengdu 611130)

机构地区：[1]西华大学管理学院,成都610039 [2]西华大学国际经济与管理研究院,成都610039 [3]西南财经大学工商管理学院,成都611130

出　　处：《软科学》2024年第3期123-128,共6页Soft Science

基　　金：国家社会科学基金项目(20VYJ016);教育部人文社会科学研究青年基金项目(22YJC630166);四川省社会科学重点研究基地项目(W222280、W222281)。

摘　　要：基于情绪认知评价理论,构建了一个被调节的中介模型,考察明星员工为什么可能投入到亲组织不道德行为中。对377名员工的两阶段问卷数据分析显示,明星员工与亲组织不道德行为有正向关系,且职场焦虑在其中起到中介作用;面子观念正向调节了明星员工与职场焦虑的正向关系,以及明星员工通过职场焦虑对亲组织不道德行为的间接影响。即当面子观念较强时,明星员工通过职场焦虑对亲组织不道德行为的促进作用更强。Drawing on the cognitive appraisal theory of emotion, this paper developed a moderated mediation model to explore why star employees are inclined to engage in unethical pro-organizational behavior(UPB). By analyzing time-lagged data of 377 employees, the results showed that star employees have a significant and positive effect on UPB;workplace anxiety mediates the relationship between star employees and UPB;consciousness of social face moderates the salience of the relationship of star employees and workplace anxiety. The consciousness of social face also moderates the indirect effect of star employees on UPB via workplace anxiety.

关 键 词：明星员工 亲组织不道德行为 职场焦虑 面子观念 情绪认知评价理论 

分 类 号：F272.92[经济管理—企业管理]