妒忌还是钦佩:员工对同事被授权的心理与行为反应  

Envy or admiration:Employees’psychological and behavioral reactions to colleagues being empowered

作　　者：贾建锋[1,2,3] 刘伟鹏 段锦云 赵洋 JIA Jianfeng;LIU Weipeng;DUAN Jinyun;ZHAO Yang(School of Business Administration,Northeastern University,Shenyang 110169,China;National Frontiers Science Center for Industrial Intelligence and Systems Optimization,Shenyang 110819,China;Key Laboratory of Data Analytics and Optimization for Smart Industry,Shenyang 110819,China;School of Psychology and Cognitive Science,East China Normal University,Shanghai 200062,China)

机构地区：[1]东北大学工商管理学院,沈阳110169 [2]工业智能与系统优化国家级前沿科学中心,沈阳110819 [3]智能工业数据解析与优化教育部重点实验室,沈阳110819 [4]华东师范大学心理与认知科学学院,上海200062

出　　处：《心理学报》2024年第10期1401-1416,共16页Acta Psychologica Sinica

基　　金：国家自然科学基金项目(71972032,72172032);中央高校基本科研业务专项资金资助项目(N2406004)资助。

摘　　要：在强调激活个体及其自主性的背景下,授权的作用和意义日益凸显,然而员工如何看待同事被授权的问题仍然没有得到完整的回答。基于社会比较理论,本研究从旁观者视角出发,探讨了不同程序公平感的员工在面对同事被授权时会产生何种情绪(妒忌vs.钦佩;研究1和研究2)和行为反应(研究2和研究3)。研究1采用情景实验(N=238),结果表明,当程序公平感低时,同事被授权和程序公平感交互对妒忌具有正向影响;当程序公平感高时,同事被授权和程序公平感交互对钦佩具有正向影响。研究2采用基于三时点的实地问卷调查(N=306),研究3采用经验取样法(N=1258),不仅再次验证了研究1的结果,还发现妒忌与职场排斥正相关,钦佩与观察学习正相关,并且妒忌和钦佩分别在交互项对结果变量(排斥和学习)的影响中起中介作用。研究结论为领导者正确认识授权提供了参考和借鉴。The role and significance of empowerment are increasingly highlighted in the activation of employees and their autonomy.As a differentiated leadership behavior,empowerment by leaders brings unique resources and asymmetric preferential treatment to employees,which can be perceived by colleagues as observers and directly affects their work performance.However,current studies have mainly focused on the employees who are empowered,and few have focused on the colleagues as observers.It is important to recognize and discuss the emotional changes and subsequent behavioral reactions caused by colleagues being empowered from the perspective of observers.Based on social comparison theory,this research discusses the effect of the interaction between colleagues being empowered and procedural justice on envy and admiration of colleagues.The mediating effect of envy and admiration on the above interaction items and workplace ostracism and observational learning is explored,and a mediated moderation model is constructed.The hypotheses are tested in an experimental study(N=238),a field sample(N=306)and an experience sampling method(N=1258).In Study 1,a between-participant scenario experimental design was used to manipulate procedural justice and colleagues being empowered,238 participants from China who passed the attention test were retained.Participants were randomly assigned to a scenario to eliminate the effect of their own differences on the experimental results.In Study 2,empirical data from 306 employees in China were collected using a three-wave questionnaire survey.At Time 1,employees reported procedural justice and colleagues being empowered and provided their own demographic information.At Time 2,employees reported envy and admiration towards their colleagues.At Time 3,employees reported workplace ostracism and observational learning.In Study 3,we conducted a field study using an experience sampling method to collect data from employees in northeastern China.The survey process included an initial one-time entry survey

关 键 词：同事被授权 程序公平感 职场排斥 观察学习 社会比较 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]