工作卑微感为何会导致工作退缩行为?消极情绪与工作疏离感的中介作用
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摘要
工作卑微感(Perceived Dirty Work)作为一种社会心理现象,是从业者因工作而造成的身体脏累、思想或身份堕落的主观感知。为了考察工作卑微感给从业员工带来的影响,本文基于认知-情感加工系统理论,探究了工作卑微感为何会导致工作退缩行为,尤其是检验消极情绪和工作疏离感的中介作用。利用150份有效问卷数据,回归分析结果显示:工作卑微感对员工工作退缩行为有显著正向影响;消极情绪和工作疏离感各自独立地中介了工作卑微感与工作退缩行为的关系。然而,当消极情绪和工作疏离感同时作为中介变量进行分析时,工作疏离感的中介作用显著但消极情绪的中介作用不显著,这说明工作疏离感的中介作用比消极情绪的中介作用更强。以上结果推进了学界对工作卑微感影响效果的认识。
Perceived dirty work is widely-recognized as a kind of socially psychological phenomenon and can be defined as subjective perception of physical weariness, mental depravity, or identity depravity due to their works. Drawing on cognitive-affective system theory, this paper investigated the effect of perceived dirty work on work withdrawal behavior and examined the mediating effect of negative emotion and work alienation. Based on data from 150 valid questionnaires, the results showed that perceived dirty work had a significant positive effect on employees' work withdrawal behavior. Negative emotion and work alienation played partial mediating roles between perceived dirty work and employees' work withdrawal behavior separately. However, when negative emotion and work alienation simultaneously serve as mediators between perceived dirty work and employees' work withdrawal behavior, work alienation still functioned as a mediator but negative emotion could not. Our findings indicated that the mediating effect of work alienation was stronger than that of negative emotion. This study could advance our understanding of the consequences of perceived dirty work.
Perceived dirty work is widely-recognized as a kind of socially psychological phenomenon and can be defined as subjective perception of physical weariness, mental depravity, or identity depravity due to their works. Drawing on cognitive-affective system theory, this paper investigated the effect of perceived dirty work on work withdrawal behavior and examined the mediating effect of negative emotion and work alienation. Based on data from 150 valid questionnaires, the results showed that perceived dirty work had a significant positive effect on employees' work withdrawal behavior. Negative emotion and work alienation played partial mediating roles between perceived dirty work and employees' work withdrawal behavior separately. However, when negative emotion and work alienation simultaneously serve as mediators between perceived dirty work and employees' work withdrawal behavior, work alienation still functioned as a mediator but negative emotion could not. Our findings indicated that the mediating effect of work alienation was stronger than that of negative emotion. This study could advance our understanding of the consequences of perceived dirty work.
引文
1.胡丽红.(2016).年龄歧视对临退休员工工作退缩行为的影响——工作疏离感和临退休焦虑的作用.财经问题研究,6,117-122.
2.黄攸立,魏志彬,王禹,姚能志.(2018).破坏性领导行为对员工主动行为影响研究:基于消极情绪和控制点作用.中国人力资源开发,35(5),49-59.
3.姜雨峰.(2017).退缩还是创新:受年龄歧视影响的员工行为解析.上海财经大学学报,19(6),18-30.
4.王沛,刘峰.(2007).社会认同理论视野下的社会认同威胁.心理科学进展,15(5),822-827.
5.王宇清,龙立荣,周浩.(2012).消极情绪在程序和互动不公正感与员工偏离行为间的中介作用:传统性的调节机制.心理学报,44(12),1663-1676.
6.王雁飞,黄佳信,朱瑜.(2018).基于认知-情感整合视角的包容型领导与建言行为关系研究.管理学报,15(9),1311-1318.
7.温忠麟,侯杰泰,马什赫伯特.(2004).结构方程模型检验:拟合指数与卡方准则.心理学报,36(2),186-194.
8.杨亚中,叶茂林,陈宇帅.(2014).工作退缩行为研究述评.中国人力资源开发,17,43-49.
9.于松梅,杨丽珠.(2003).米契尔认知情感的个性系统理论述评.心理科学进展,11(2),197-201.
10.张燕,李贵卿.(2017).“肮脏”工作:概念、测量以及对从业者的影响.外国经济与管理,39(10),86-101.
11.张莹瑞,佐斌.(2006).社会认同理论及其发展.心理科学进展,14(3),475-480.
12.周晔,黄旭.(2018).高职业声望从业者职业污名感知和员工幸福感——基于认知失调视角.经济管理,40(4),84-101.
13.Abel,G.M.(2011).Different stage,different performance:The protective strategy of role play on emotional health in sex work.Social Science&Medicine,72(7),1177-1184.
14.Allen,D.G.,Weeks,K.P.,&Moffitt,K.R.(2005).Turnover intentions and voluntary turnover:The moderating roles of self-monitoring,locus of control,proactive personality,and risk aversion.Journal of Applied Psychology,90(5),980-990.
15.Ashforth,B.E.,&Kreiner,G.E.(1999)."How can you do it?":Dirty work and the challenge of constructing a positive identity.Academy of Management Review,24(3),413-434.
16.Ashforth,B.E.,&Kreiner,G.E.(2014).Dirty work and dirtier work:Differences in countering physical,social,and moral stigma.Management and Organization Review,10(1),81-108.
17.Ashforth,B.E.,Kreiner,G.E.,Clark,M.A.,&Fugate,M.(2007).Normalizing dirty work:Managerial tactics for countering occupational taint.Academy of Management Journal,50(1),149-174.
18.Ashforth,B.E.,Kreiner,G.E.,Clark,M.A.,&Fugate,M.(2017).Congruence work in stigmatized occupations:Amanagerial lens on employee fit with dirty work.Journal of Organizational Behavior,38(8),1260-1279.
19.Ashkanasy,N.M.,&Humphrey,R.H.(2011).Current emotion research in organizational behavior.Emotion Review,3(2),214-224.
20.Banai,M.,Reisel,W.D.,&Probst,T.M.(2004).Amanagerial and personal control model:Predictions of work alienation and organizational commitment in Hungary.Journal of International Management,10(3),375-392.
21.Baran,B.E.,Rogelberg,S.G.,Carello Lopina,E.,Allen,J.A.,Spitzmüller,C.,&Bergman,M.(2012).Shouldering a silent burden:The toll of dirty tasks.Human Relations,65(5),597-626.
22.Barsade,S.G.,&Gibson,D.E.(2007).Why does affect matter in organizations?Academy of Management Perspectives,21(1),36-59.
23.Barsky,A.,Kaplan,S.A.,&Beal,D.J.(2011).Just feelings?The role of affect in the formation of organizational fairness judgments.Journal of Management,37(1),248-279.
24.Bolton,S.C.(2005).Women's work,dirty work:The gynaecology nurse as'other'.Gender,work&organization,12(2),169-186.
25.Brown,A.D.,&Coupland,C.(2015).Identity threats,identity work and elite professional.Organization Studies,36(10),1315-1336.
26.Brown,A.D.,&Lewis,M.A.(2011).Identities,discipline and routines.Organization Studies,32(7),871-895.
27.Cole,M.S.,Bernerth,J.B.,Walter,F.,&Holt,D.T.(2010).Organizational justice and individuals'withdrawal:Unlocking the influence of emotional exhaustion.Journal of Management Studies,47(3),367-390.
28.Cruz,J.(2015).Dirty work at the intersections of gender,class,and nation:Liberian market women in post-conflict times.Women's Studies in Communication,38(4),421-439.
29.Chi,S.C.S.,&Liang,S.G.(2013).When do subordinates'emotion-regulation strategies matter?Abusive supervision,subordinates'emotional exhaustion,and work withdrawal.The Leadership Quarterly,24(1),125-137.
30.Duffy,M.(2007).Doing the dirty work:Gender,race,and reproductive labor in historical perspective.Gender&Society,21(3),313-336.
31.Dutton,J.E.,Roberts,L.M.,&Bednar,J.(2010).Pathways for positive identity construction at work:Four types of positive identity and the building of social resources.Academy of Management Review,35(2),265-293.
32.Eder,P.,&Eisenberger,R.(2008).Perceived organizational support:Reducing the negative influence of coworker withdrawal behavior.Journal of Management,34(1),55-68.
33.Farrell,D.(1983).Exit,voice,loyalty,and neglect as responses to job dissatisfaction:A multidimensional scaling study.Academy of Management Journal,26(4),596-607.
34.Grandy,G.(2008).Managing spoiled identities:Dirty workers'struggles for a favorable sense of self.Qualitative Research in Organizations and Management:An International Journal,3(3),176-198.
35.Gupta,N.,&Jenkins Jr,G.D.(1991).Rethinking dysfunctional employee behaviors.Human Resource Management Review,1(1),39-59.
36.Hirschfeld,R.R.,Feild,H.S.,&Bedeian,A.G.(2000).Work alienation as an individual-difference construct for predicting workplace adjustment:A test in two samples.Journal of Applied Social Psychology,30(9),1880-1902.
37.Hobfoll,S.E.,Halbesleben,J.,Neveu,J.P.,&Westman,M.(2018).Conservation of resources in the organizational context:The reality of resources and their consequences.Annual Review of Organizational Psychology and Organizational Behavior,5,103-128.
38.Hughes,E.C.(1971).The sociological eye:Selected papers.New Brunswick:Transaction publishers.
39.Jesús Suárez-Mendoza,M.,&Zoghbi-Manrique-deLara,P.(2008).The impact of work alienation on organizational citizenship behavior in the Canary Islands.International Journal of Organizational Analysis,15(1),56-76.
40.Kanungo,R.N.(1979).The concepts of alienation and involvement revisited.Psychological Bulletin,86(1),119-138.
41.Koopman,J.,Lanaj,K.,&Scott,B.A.(2016).Integrating the bright and dark sides of OCB:A daily investigation of the benefits and costs of helping others.Academy of Management Journal,59(2),414-435.
42.Kreiner,G.E.,Ashforth,B.E.,&Sluss,D.M.(2006).Identity dynamics in occupational dirty work:Integrating social identity and system justification perspectives.Organization Science,17(5),619-636.
43.Lai,J.Y.,Chan,K.W.,&Lam,L.W.(2013).Defining who you are not:The roles of moral dirtiness and occupational and organizational disidentification in affecting casino employee turnover intention.Journal of Business Research,66(9),1659-1666.
44.Lai,J.Y.,Lam,L.W.,&Chan,K.W.(2010 August).How dirty is your job?The development and validation of the Perceived Work Dirtiness Scale.Paper Presented at the Annual Meeting of Academy of Management,Montréal,Québec,Canada.
45.LeBreton,J.M.,Binning,J.F.,Adorno,A.J.,&Melcher,K.M.(2004).Importance of personality and job-specific affect for predicting job attitudes and withdrawal behavior.Organizational Research Methods,7(3),300-325.
46.Lehman,W.E.,&Simpson,D.D.(1992).Employee substance use and on-the-job behaviors.Journal of Applied Psychology,77(3),309-321.
47.Maslach,C.,&Pines,A.(1977).The burn-out syndrome in the day care setting.Child Care Quarterly,6(2),100-113.
48.Mayer,D.M.,Thau,S.,Workman,K.M.,Van Dijke,M.,&De Cremer,D.(2012).Leader mistreatment,employee hostility,and deviant behaviors:Integrating self-uncertainty and thwarted needs perspectives on deviance.Organizational Behavior and Human Decision Processes,117(1),24-40.
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2.黄攸立,魏志彬,王禹,姚能志.(2018).破坏性领导行为对员工主动行为影响研究:基于消极情绪和控制点作用.中国人力资源开发,35(5),49-59.
3.姜雨峰.(2017).退缩还是创新:受年龄歧视影响的员工行为解析.上海财经大学学报,19(6),18-30.
4.王沛,刘峰.(2007).社会认同理论视野下的社会认同威胁.心理科学进展,15(5),822-827.
5.王宇清,龙立荣,周浩.(2012).消极情绪在程序和互动不公正感与员工偏离行为间的中介作用:传统性的调节机制.心理学报,44(12),1663-1676.
6.王雁飞,黄佳信,朱瑜.(2018).基于认知-情感整合视角的包容型领导与建言行为关系研究.管理学报,15(9),1311-1318.
7.温忠麟,侯杰泰,马什赫伯特.(2004).结构方程模型检验:拟合指数与卡方准则.心理学报,36(2),186-194.
8.杨亚中,叶茂林,陈宇帅.(2014).工作退缩行为研究述评.中国人力资源开发,17,43-49.
9.于松梅,杨丽珠.(2003).米契尔认知情感的个性系统理论述评.心理科学进展,11(2),197-201.
10.张燕,李贵卿.(2017).“肮脏”工作:概念、测量以及对从业者的影响.外国经济与管理,39(10),86-101.
11.张莹瑞,佐斌.(2006).社会认同理论及其发展.心理科学进展,14(3),475-480.
12.周晔,黄旭.(2018).高职业声望从业者职业污名感知和员工幸福感——基于认知失调视角.经济管理,40(4),84-101.
13.Abel,G.M.(2011).Different stage,different performance:The protective strategy of role play on emotional health in sex work.Social Science&Medicine,72(7),1177-1184.
14.Allen,D.G.,Weeks,K.P.,&Moffitt,K.R.(2005).Turnover intentions and voluntary turnover:The moderating roles of self-monitoring,locus of control,proactive personality,and risk aversion.Journal of Applied Psychology,90(5),980-990.
15.Ashforth,B.E.,&Kreiner,G.E.(1999)."How can you do it?":Dirty work and the challenge of constructing a positive identity.Academy of Management Review,24(3),413-434.
16.Ashforth,B.E.,&Kreiner,G.E.(2014).Dirty work and dirtier work:Differences in countering physical,social,and moral stigma.Management and Organization Review,10(1),81-108.
17.Ashforth,B.E.,Kreiner,G.E.,Clark,M.A.,&Fugate,M.(2007).Normalizing dirty work:Managerial tactics for countering occupational taint.Academy of Management Journal,50(1),149-174.
18.Ashforth,B.E.,Kreiner,G.E.,Clark,M.A.,&Fugate,M.(2017).Congruence work in stigmatized occupations:Amanagerial lens on employee fit with dirty work.Journal of Organizational Behavior,38(8),1260-1279.
19.Ashkanasy,N.M.,&Humphrey,R.H.(2011).Current emotion research in organizational behavior.Emotion Review,3(2),214-224.
20.Banai,M.,Reisel,W.D.,&Probst,T.M.(2004).Amanagerial and personal control model:Predictions of work alienation and organizational commitment in Hungary.Journal of International Management,10(3),375-392.
21.Baran,B.E.,Rogelberg,S.G.,Carello Lopina,E.,Allen,J.A.,Spitzmüller,C.,&Bergman,M.(2012).Shouldering a silent burden:The toll of dirty tasks.Human Relations,65(5),597-626.
22.Barsade,S.G.,&Gibson,D.E.(2007).Why does affect matter in organizations?Academy of Management Perspectives,21(1),36-59.
23.Barsky,A.,Kaplan,S.A.,&Beal,D.J.(2011).Just feelings?The role of affect in the formation of organizational fairness judgments.Journal of Management,37(1),248-279.
24.Bolton,S.C.(2005).Women's work,dirty work:The gynaecology nurse as'other'.Gender,work&organization,12(2),169-186.
25.Brown,A.D.,&Coupland,C.(2015).Identity threats,identity work and elite professional.Organization Studies,36(10),1315-1336.
26.Brown,A.D.,&Lewis,M.A.(2011).Identities,discipline and routines.Organization Studies,32(7),871-895.
27.Cole,M.S.,Bernerth,J.B.,Walter,F.,&Holt,D.T.(2010).Organizational justice and individuals'withdrawal:Unlocking the influence of emotional exhaustion.Journal of Management Studies,47(3),367-390.
28.Cruz,J.(2015).Dirty work at the intersections of gender,class,and nation:Liberian market women in post-conflict times.Women's Studies in Communication,38(4),421-439.
29.Chi,S.C.S.,&Liang,S.G.(2013).When do subordinates'emotion-regulation strategies matter?Abusive supervision,subordinates'emotional exhaustion,and work withdrawal.The Leadership Quarterly,24(1),125-137.
30.Duffy,M.(2007).Doing the dirty work:Gender,race,and reproductive labor in historical perspective.Gender&Society,21(3),313-336.
31.Dutton,J.E.,Roberts,L.M.,&Bednar,J.(2010).Pathways for positive identity construction at work:Four types of positive identity and the building of social resources.Academy of Management Review,35(2),265-293.
32.Eder,P.,&Eisenberger,R.(2008).Perceived organizational support:Reducing the negative influence of coworker withdrawal behavior.Journal of Management,34(1),55-68.
33.Farrell,D.(1983).Exit,voice,loyalty,and neglect as responses to job dissatisfaction:A multidimensional scaling study.Academy of Management Journal,26(4),596-607.
34.Grandy,G.(2008).Managing spoiled identities:Dirty workers'struggles for a favorable sense of self.Qualitative Research in Organizations and Management:An International Journal,3(3),176-198.
35.Gupta,N.,&Jenkins Jr,G.D.(1991).Rethinking dysfunctional employee behaviors.Human Resource Management Review,1(1),39-59.
36.Hirschfeld,R.R.,Feild,H.S.,&Bedeian,A.G.(2000).Work alienation as an individual-difference construct for predicting workplace adjustment:A test in two samples.Journal of Applied Social Psychology,30(9),1880-1902.
37.Hobfoll,S.E.,Halbesleben,J.,Neveu,J.P.,&Westman,M.(2018).Conservation of resources in the organizational context:The reality of resources and their consequences.Annual Review of Organizational Psychology and Organizational Behavior,5,103-128.
38.Hughes,E.C.(1971).The sociological eye:Selected papers.New Brunswick:Transaction publishers.
39.Jesús Suárez-Mendoza,M.,&Zoghbi-Manrique-deLara,P.(2008).The impact of work alienation on organizational citizenship behavior in the Canary Islands.International Journal of Organizational Analysis,15(1),56-76.
40.Kanungo,R.N.(1979).The concepts of alienation and involvement revisited.Psychological Bulletin,86(1),119-138.
41.Koopman,J.,Lanaj,K.,&Scott,B.A.(2016).Integrating the bright and dark sides of OCB:A daily investigation of the benefits and costs of helping others.Academy of Management Journal,59(2),414-435.
42.Kreiner,G.E.,Ashforth,B.E.,&Sluss,D.M.(2006).Identity dynamics in occupational dirty work:Integrating social identity and system justification perspectives.Organization Science,17(5),619-636.
43.Lai,J.Y.,Chan,K.W.,&Lam,L.W.(2013).Defining who you are not:The roles of moral dirtiness and occupational and organizational disidentification in affecting casino employee turnover intention.Journal of Business Research,66(9),1659-1666.
44.Lai,J.Y.,Lam,L.W.,&Chan,K.W.(2010 August).How dirty is your job?The development and validation of the Perceived Work Dirtiness Scale.Paper Presented at the Annual Meeting of Academy of Management,Montréal,Québec,Canada.
45.LeBreton,J.M.,Binning,J.F.,Adorno,A.J.,&Melcher,K.M.(2004).Importance of personality and job-specific affect for predicting job attitudes and withdrawal behavior.Organizational Research Methods,7(3),300-325.
46.Lehman,W.E.,&Simpson,D.D.(1992).Employee substance use and on-the-job behaviors.Journal of Applied Psychology,77(3),309-321.
47.Maslach,C.,&Pines,A.(1977).The burn-out syndrome in the day care setting.Child Care Quarterly,6(2),100-113.
48.Mayer,D.M.,Thau,S.,Workman,K.M.,Van Dijke,M.,&De Cremer,D.(2012).Leader mistreatment,employee hostility,and deviant behaviors:Integrating self-uncertainty and thwarted needs perspectives on deviance.Organizational Behavior and Human Decision Processes,117(1),24-40.
49.Mischel,W.,&Shoda,Y.(1995).A cognitive-affective system theory of personality:Reconceptualizing situations,dispositions,dynamics,and invariance in personality structure.Psychological Review,102(2),246-268.
50.Nair,N.,&Vohra,N.(2009).Developing a new measure of work alienation.Journal of Workplace Rights,14(3),293-309.
51.O'Donnell,J.,Weitz,T.A.,&Freedman,L.R.(2011).Resistance and vulnerability to stigmatization in abortion work.Social Science&Medicine,73(9),1357-1364.
52.Pachankis,J.E.(2007).The psychological implications of concealing a stigma:A cognitive-affective-behavioral model.Psychological Bulletin,133(2),328-345.
53.Perez,L.M.,Jones,J.,Englert,D.R.,&Sachau,D.(2010).Secondary traumatic stress and burnout among law enforcement investigators exposed to disturbing media images.Journal of Police and Criminal Psychology,25(2),113-124.
54.Petriglieri,J.L.(2011).Under threat:Responses to and the consequences of threats to individuals'identities.Academy of Management Review,36(4),641-662.
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