职场欺骗行为与员工绩效:消极情绪和领导认同的双中介作用  

Workplace Deception and Employee Performance:The Mediating Role of Negativity and Leadership Identity

作　　者：骆冬嬴 刘燕君 徐世勇[1] Luo Dong-ying;Liu Yan-jun;Xu Shi-yong

机构地区：[1]中国人民大学劳动人事学院,北京100872 [2]北方工业大学经济管理学院,北京100144

出　　处：《生产力研究》2024年第11期13-18,F0003,共7页Productivity Research

基　　金：国家自然科学基金青年项目“因势而动,借力打力:员工悖论思维促进挑战性压力源应对的机制及干预研究”(72101005)。

摘　　要：研究整合情感和认知双重视角,基于情感事件理论与社会认同理论,探究领导职场欺骗通过员工消极情绪和领导认同感对员工工作绩效的双中介作用。对三阶段收集的332份有效问卷分析表明:(1)领导职场欺骗行为正向影响员工消极情绪;(2)员工消极情绪负向影响员工工作绩效;(3)领导职场欺骗行为负向影响领导认同感;(4)领导认同感正向影响员工工作绩效;(5)领导职场欺骗行为负向影响员工工作绩效;(6)员工消极情绪在领导职场欺骗行为与员工工作绩效中起中介作用;(7)领导认同感在领导职场欺骗行为与员工工作绩效中起中介作用。研究结论为探索领导职场欺骗行为对员工工作绩效研究提供了理论发展和实践启示。Based on affective event theory and social identity theory,this study integrates the dual perspectives of emotion and cognition,and explores the dual mediating effect of leadership workplace deception on employees work performance through employees negative emotions and leadership identity.The analysis of 332 valid questionnaires collected in three stages showed that:(1)leaders'workplace deceptive behavior positively affected employees’negative emotions;(2)Employees negative emotions negatively affect employees"work performance;(3)Leaders'deceptive behavior in the workplace negatively affected the leader's sense of identity;(4)Leader's sense of identity positively affects employees'work performance;(5)Leaders"workplace deception negatively affects employees'work performance;(6)Employee negativity plays a mediating role in the deceptive behavior of leaders in the workplace and employees'work performance;(7)Leadership identity plays a mediating role in the deceptive behavior of leaders in the workplace and employees work performance.The conclusions of this study provide theoretical development and practical enlightenment for exploring the research on the impact of leaders'workplace deception on employees job performance.

关 键 词：职场欺骗行为 领导认同感 消极情绪 员工绩效 

分 类 号：F272.92[经济管理—企业管理]