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员工犯错时,上级领导可能因差序格局而对不同下属给予不同程度的宽容,出现"一碗水端不平"的现象。领导者的宽容差序造成下属在情感或资源分配上的不平等,为员工之间的社会比较创造了可能。为了揭示领导者宽容差序对员工个体心理和行为的影响,基于社会比较理论,本研究构建了"宽容差序—职场妒忌—行为后果"的平行中介路径模型。通过问卷调研和统计分析,证实了领导者的宽容差序,一方面会增加员工的恶意妒忌,进而引发反生产行为;另一方面会使员工减少善意妒忌,进而减少工作投入。另外,通过间接和总体作用的抽样计算,发现领导者宽容差序总体上会导致员工降低工作投入及增加反生产行为。
Abstract：When employees make mistakes,the superior may give different degrees of tolerance to different subordinates because of the differential order pattern,thus the phenomenon of“failing to give equal treatment”appears. The tolerance order of the leader causes the inequality in emotion or resource allocation of subordinates,which creates the possibility for social comparison between employees. To reveal the impact of leader tolerance order on the individual psychology and behavior of employees,this study constructs a parallel mediator path model of“differential order of tolerance-workplace envy-behavior consequence”based on the theory of social comparison. Through the questionnaire survey and statistical analysis,this research confirms that the leader's differential order of tolerance,on the one hand will increase the employee's malicious envy,and then lead to counter-production work behavior;on the other hand,it will reduce the employee's benign envy,and then reduce job involvement.
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基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2021.11.003
中图分类号:F272.92
引用信息:
[1]关涛,晏佳敏.“一碗水端不平”:领导者宽容差序、职场妒忌及其后果研究[J].商业经济与管理,2021,No.361(11):34-46.DOI:10.14134/j.cnki.cn33-1336/f.2021.11.003.
基金信息:
国家社会科学基金资助项目“裁员频次与工作不安全感的全效应研究”(20BGL133)
2021-11-15
2021-11-15