相对剥夺感对员工EVLN行为的影响——工作满意度与情绪弹性的作用  

Impact of Relative Deprivation on Employee EVLN Behavior:Role of Job Satisfaction and Emotion Resilience

作　　者：彭彬彬 梁振东 PENG Binbin;LIANG Zhendong(School of Education and Psychology,Minnan Normal University,Zhangzhou 363000,China;Business School,Minnan Normal University,Zhangzhou 363000,China)

机构地区：[1]闽南师范大学教育与心理学院,福建漳州363000 [2]闽南师范大学商学院,福建漳州363000

出　　处：《湖北文理学院学报》2024年第5期80-88,共9页Journal of Hubei University of Arts and Science

摘　　要：基于情感事件理论和积极情绪的拓展建构理论,构建相对剥夺感、工作满意度、情绪弹性和员工EVLN行为的关系模型。以576名企业员工样本数据进行实证检验,结果表明:相对剥夺感对退出行为与忽略行为具有显著正向预测作用,对建言行为与忠诚行为具有显著负向预测作用;工作满意度在相对剥夺感与员工EVLN行为之间起中介作用;情绪弹性调节相对剥夺感与工作满意度、退出行为、忠诚行为及忽略行为之间的关系,但在相对剥夺感与建言行为之间关系的调节作用不显著;情绪弹性通过调节相对剥夺感与工作满意度的关系对员工EVLN行为产生影响。Based on the Affective Events Theory and the Broaden-and-build Theory of Positive Emotions,this paper constructs a relational model of relative deprivation,job satisfaction,emotion resilience and employee EVLN behavior,and conducts an empirical test with 576 enterprise employee sample data.The results indicate that relative deprivation has a significant positive predictive effect on exit behavior and neglect behavior,and a significant negative predictive effect on voice behavior and loyalty behavior;Job satisfaction plays a mediating role between relative deprivation and employee EVLN behavior;Emotion resilience moderates the relationship between relative deprivation and job satisfaction,exit behavior,loyalty behavior and neglect behavior,but the moderating effect on the relationship between relative deprivation and voice behavior is not significant;In addition,emotion resilience has an impact on employee EVLN behavior by moderating the relationship between relative deprivation and job satisfaction.

关 键 词：相对剥夺感 EVLN行为 工作满意度 情绪弹性 

分 类 号：F272.92[经济管理—企业管理]