發(fā)布時(shí)間：2022-01-27 00:17

　　先前研究表明工作不安全感會導(dǎo)致不良后果,在此基礎(chǔ)上,本研究發(fā)展了一個(gè)理論框架去解釋工作不安全感何時(shí)以及如何導(dǎo)致工作場所的阻抑行為。特別地,本研究通過結(jié)合資源保存理論和道德推脫理論,考察了道德視角;道德推脫如何解釋工作不安全感導(dǎo)致對抗性后果的機(jī)制。作為一種強(qiáng)烈的不良反應(yīng),道德推脫反過來會觸發(fā)員工在工作場所的不道德行為。此外,心理特權(quán)和道德認(rèn)同這兩個(gè)人格特質(zhì),在理論…上調(diào)節(jié)假設(shè)的關(guān)系。理論模型-1采用保險(xiǎn)公司的中國員工（n = 185）及其主管的時(shí)滯多源數(shù)據(jù)進(jìn)行檢驗(yàn)。研究結(jié)果表明,工作不安全感與員工的道德推脫正相關(guān),這反過來又導(dǎo)致同事阻抑行為。此外,心理特權(quán)調(diào)節(jié)了工作不安全感對員工道德推脫的影響,而員工的道德認(rèn)同緩解了道德推脫對同事阻抑行為的影響。此外,研究二分析了感知到的同事阻抑如何導(dǎo)致受害者的不道德行為。本研究結(jié)合情緒事件理論與替代攻擊的文獻(xiàn),考察了狀態(tài)敵對性如何作為感知到的同事阻抑導(dǎo)致對抗后果的一個(gè)解釋。反過來,狀態(tài)敵對性被認(rèn)為觸發(fā)了雇員的不道德行為,從而導(dǎo)致服務(wù)破壞行為。此外,痛苦承受力和組織認(rèn)同,在理論上被認(rèn)為調(diào)節(jié)了研究中的假設(shè)關(guān)系。理論假設(shè)使用了銀行部門員工（n=218）的時(shí)滯... 

【文章來源】：中國科學(xué)技術(shù)大學(xué)安徽省211工程院校985工程院校

【文章頁數(shù)】：139 頁

【學(xué)位級別】：博士

【文章目錄】：
摘要
ABSTRACT
CHAPTER 1:INTRODUCTION
    1.1 Job Insecurity and Destructive Interpersonal Behavior at Workplace
    1.2 Service Sabotage: A Common Unethical Behavior in the Service Industry
    1.3 Perceived Coworker Undermining and Service Sabotage
    1.4 Purpose of the Dissertation
    1.5 Summary
CHAPTER 2:THEORETICAL BACKGROUND AND HYPOTHESES DEVELOPMENT
    2.1 Job Insecurity: An Overview
    2.2 Social Undermining: An Overview
    2.3 Job Insecurity in a Stress Framework
    2.4 Job insecurity,Moral Disengagement,and Coworker Undermining
    2.5 Moderating Role of Psychological Entitlement
    2.6 Moderating Role of Moral Identity
    2.7 Service Sabotage: An Overview
    2.8 Affective Events Theory (AET)
    2.9 Perceived Coworker Undermining, State Hostility and Service sabotage as Displaced Aggression
    2.10 Moderating Role of Distress Tolerance
    2.11 Moderating Role of Organizational Identification
CHAPTER 3:METHODS
    3.1 Study 1
        3.1.1 Research Context and Participants
        3.1.2 Measures
    3.2 Study 2
        3.2.1 Research Context and Participants
        3.2.2 Measures
CHAPTER 4:RESULTS
    4.1 Study 1
        4.1.1 Descriptive Statistics
        4.1.2 Analytical Approach
        4.1.3 Test of Mediation
        4.1.4 Test of Moderated Mediation
    4.2 Study 2
        4.2.1 Descriptive Statistics
        4.2.2 Analytical Approach
        4.2.3 Tests of Mediation
        4.2.4 Test of Moderated Mediation
CHAPTER 5:DISCUSSION
    5.1 Study 1
    5.2 Study 2
    5.3 General Discussion
    5.4 Contribution,Practical Implications, Limitations, and Future Directions
    5.5 Conclusion
REFERENCES
附件
APPENDIX A
APPENDIX B
APPENDIX C
APPENDIX D



本文編號：3611388