控制点对角色冲突与越轨行为的调节效应分析:归因理论视角

被引：2

作者：

姚亚男 ^{[1
]}

韦福祥 ^{[1
]}

刘颖艳 ^{[2
]}

机构：

[1] 天津师范大学管理学院

[2] 天津大学管理与经济学部

来源：

现代财经(天津财经大学学报) | 2019年 / 39卷 / 05期

关键词：

工作越轨行为; 角色冲突; 控制点; 归因理论;

D O I：

10.19559/j.cnki.12-1387.2019.05.010

中图分类号：

F272.92 [人事管理]; F299.233.47 [];

学科分类号：

1201 ; 120405 ;

摘要：

工作要求——资源模型(JD-R)不能完全解释角色压力与后继结果产生的原因,对如何对待工作压力的指导意义有限。研究将角色冲突视为一种无法避免的工作状态,从归因理论视角阐释角色冲突、情绪衰竭对越轨行为的影响,并着重探讨控制点对这一影响机制的调节效应。通过对ZD物业服务企业300名一线服务员工的问卷调查,从归因理论视角进一步验证了角色冲突会通过情绪衰竭分别对人际和组织越轨行为具有正向影响作用;相对于高控制点(内控型)员工,低控制点(外控型)员工更容易受到角色冲突影响产生情绪衰竭,情绪衰竭对人际越轨行为的影响更强;情绪衰竭对人际越轨行为的中介作用受到控制点的调节,但是控制点对组织越轨行为并不具备这种调节作用。研究跳出工作要求——资源理论框架,从归因角度阐释员工对角色冲突、情绪衰竭对越轨行为的影响机制,细化控制点对不同越轨行为的调节效应。为从员工个体角度降低角色冲突对自身的影响提供了另一个理论解释,在一定程度上拓宽了越轨行为的研究视角,对引导员工正确对待角色冲突、避免负面工作行为具有一定管理实践意义。

引用

页码：40 / 55

页数：16

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