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已有的研究表明,主管不文明行为能够降低员工的工作及生活满意度,但其中的作用机制及不同机制是否发挥相同的效果却不得而知。基于情感事件理论和社会交换理论,分别从情绪和认知两个视角比较了消极情绪和交互公平在主管不文明行为与员工工作满意度及生活满意度之间的中介作用。以449名员工及其同事为研究对象发现:(1)消极情绪和交互公平在主管不文明行为与员工工作满意度、生活满意度之间均起到中介作用;(2)在主管不文明行为对工作满意度的影响上,交互公平的中介效应强于消极情绪;(3)在主管不文明行为对生活满意度的影响上,消极情绪和交互公平的中介效应无明显差异。总体来看,情绪及认知均能解释主管不文明行为对下属工作、生活满意度的影响,但对于不同类型的满意度,两种视角的解释效果存在差异。
Some studies have shown that in charge of uncivilized behavior can reduce the work and life satisfaction of employees, but its mechanism of action and whether the different mechanisms to play the same effect is not known. Based on the theory of emotional events and social exchange, the mediating role of negative emotions and interactional fairness between supervisor’s uncivilized behaviors and employee’s job satisfaction and life satisfaction is compared respectively from the perspective of emotion and cognition. Taking 449 employees and their colleagues as research objects, we find: (1) Negative emotions and interactional fairness play an intermediary role in charge of uncivilized behavior and employee job satisfaction and life satisfaction; (2) In the case of uncivilized behavior The impact of job satisfaction on job satisfaction is stronger than that of negative emotion. (3) There is no significant difference in the mediating effect between the negative emotions and the fairness of interaction when the uncivilized behavior is responsible for life satisfaction. Overall, both emotions and cognitions can explain the impact of uncivilized behaviors on subordinates’ work and life satisfaction. However, there are differences in interpretations between the two perspectives for different types of satisfaction.