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題名：積極應對還是逃避? 主動性人格對職場排斥與組織公民行為的影響機制
書刊名：心理學報
作者：謝俊／嚴鳴
作者(外文)：Xie, Jun／Yan, Ming
出版日期：2016
卷期：2016(10)
頁次：1314-1325
主題關鍵詞：職場排斥；組織公民行為；主動性人格；積極應對；逃避應對；Workplace ostracism；Organizational citizenship behavior；Proactive personality；Active coping；Avoidance coping
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基于壓力轉換理論，考察主動性人格對職場排斥與組織公民行為的調節機制，尤其是應對策略對整個調節機制的中介作用。通過對9家企業的249對上下級匹配問卷分析發現，主動性人格對職場排斥與組織公民行為關系具有調節作用，對于高主動性人格的員工而言，職場排斥與組織公民行為負向關系更弱;主動性人格正向影響積極應對策略，負向影響逃避應對策略;積極應對策略對職場排斥與組織公民行為關系具有調節作用，當員工采用積極應對策略時，職場排斥與組織公民行為的負向關系更弱;積極應對策略中介了主動性人格對職場排斥與組織公民行為關系的調節作用。本文的研究結果不僅從理論上豐富和拓展了主動性人格、應對策略及職場排斥的關系研究，也從排斥應對的視角為實務界提供了實踐指導。
Workplace ostracism was defined as being ignored or excluded by others in workplace. Although previous studies have investigated the relationship between workplace ostracism and organizational citizenship behavior, the empirical findings were mixed. Some scholars suggested that employee personality play a critical role in determining how the individuals respond to workplace ostracism. However, the process through which these moderating effects occur has not been fully studied. Fortunately, the transactional model of stress and coping strategies can provide a substantial theoretical framework by which the moderating effects of personality can be explored. The relationship between stressor(e.g., workplace ostracism) and work outcomes depends on the coping strategies that individual adopt. With this argument, we aimed to examine the moderating role that proactive personality and two broad categories of coping strategies—active and avoidance—in the relationship between workplace ostracism and organizational citizenship behavior. In order to test our model, we conducted a survey on 249 employee-supervisor dyads from nine large companies in Guangdong province. The survey questionnaires were coded in order to match employee and their leaders. All respondents were informed that the purpose of the survey was to examine human resource practices. The confidentiality of their responses was emphasized. Respondents put the completed questionnaires into the sealed envelopes and returned them directly to our research assistants. Data were collected from multiplesources to avoid the common method bias. Specifically, employees reported their proactive personality, perceived workplace ostracism, active and avoidance coping strategies. Their leaders were asked to rate the employees’ organizational citizenship behavior. Hierarchical regressions and bootstrap with MPLUS were applied to test our hypotheses. Empirical results supported our arguments that workplace ostracism was negatively related to organizational citizenship behavior. The relationship between workplace ostracism and organizational citizenship behavior was weaker when employees were high in proactive personality. Moreover, the mediated moderation analyses revealed that proactive personality was positively associated with active coping strategies and negatively associated with avoidance coping strategies. Specifically, the relationship between workplace ostracism and organizational citizenship behavior was weaker when employees used active coping strategies. The moderating effects of proactive personality between workplace ostracism and organizational citizenship behavior were mediated by the use of active coping strategies. With these findings, we make some contributions to the literature and management practice. First, we extended previous work on the relationship between workplace ostracism and organizational citizenship behavior by showing that individuals with high proactive personality are more likely to choose constructive behaviors in response to the negative work environment and stressful work events. Second, our results also supported the moderating role of active coping strategies on the relationship between workplace ostracism and organizational citizenship behavior, contributing to the study of boundary effect on the relationship between workplace ostracism and organizational citizenship behavior. Third, our findings suggest that active coping strategies partially mediate the moderating effects of proactive personality on the relationship between workplace ostracism and organizational citizenship behavior, revealing how personality effects on work outcomes. The results also confirmed the notion that coping strategies might be an important psychological construct through which personality traits were expressed.
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