新员工个别协议对同事职场排斥和自我完善的影响:妒忌与整体公正感的作用

被引：11

作者：

王林琳 ^{[1
]}

龙立荣 ^{[2
]}

张勇 ^{[3
]}

机构：

[1] 湖北工业大学机械工程学院

[2] 华中科技大学管理学院

[3] 不详

来源：

管理评论 | 2021年 / 33卷 / 08期

关键词：

个别协议; 妒忌; 整体公正感; 职场排斥; 自我完善;

D O I：

10.14120/j.cnki.cn11-5057/f.2021.08.020

中图分类号：

F272.92 [人事管理];

学科分类号：

摘要：

以往个别协议研究多集中于协议授予方(管理者)与协议接受方(员工)之间,鲜有研究涉及不具有个别协议的第三方(同事)的立场。本研究基于社会比较理论和不确定性管理理论,探讨新员工个别协议对同事职场排斥和自我完善的影响及其作用机制。通过对多行业25家企业204位员工的问卷调查结果表明:新员工个别协议对同事的职场排斥和自我完善有显著的正向影响。妒忌中介了新员工个别协议对职场排斥和自我完善的影响。整体公正感调节个别协议通过妒忌对职场排斥和自我完善的间接效应:高整体公正感下,个别协议通过妒忌对自我完善的正向间接效应更强;对职场排斥的正向间接效应更弱。

引用

页码：234 / 244

页数：11

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