Work-Related Identity Discrepancy and Counterproductive Work Behavior: The Role of Emotional Exhaustion and Supervisor Incivility
Work-Related Identity Discrepancy and Counterproductive Work Behavior: The Role of Emotional Exhaustion and Supervisor Incivility
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与工作相关的身份差异和适得其反的工作行为：情绪疲惫和主管不礼貌的作用
DOI：
10.3390/ijerph17165747
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发表时间：
2020-08
期刊：
影响因子：
--
通讯作者：
Wei He
中科院分区：
文献类型：
--
作者：
Chang-E Liu;Xiao Yuan;Chenhong Hu;Tingting Liu;Yahui Chen;Wei He
本研究考察了情绪衰竭和主管不礼貌在解释工作认同差异与反效果工作行为之间的作用。本研究以资源节约理论为基础，假设工作认同差异通过情绪耗竭影响反生产性工作行为，并以主管不文明行为作为间接影响的边界条件。通过对863名员工的调查，我们发现了对缓和中介模型的支持，在该模型中，工作认同差异与反生产性工作行为之间的正向关系是通过情绪衰竭来中介的，即主管不文明程度较低的新领导的中介关系更强，而主管不文明程度较高的新领导的中介关系更弱。我们进一步讨论了这些发现的理论和实践意义。
This research investigates the role of emotional exhaustion and supervisor incivility in explaining the relationship between work-related identity discrepancy and counterproductive work behavior. Based on resource conservation theory, our study hypothesizes a moderated mediation model that work-related identity discrepancy impacts counterproductive work behavior through emotional exhaustion, and supervisor incivility is deemed as the boundary condition in the indirect effect. Drawing on a sample of 863 employees, we found support for the moderated mediation model in which the positive relationship between work-related identity discrepancy and counterproductive work behavior was mediated by emotional exhaustion, such that the mediating relationship was strengthened for new leaders with a low level of supervisor incivility and weakened for those with high level of supervisor incivility. We further discuss the theoretical and practical implications of these findings.
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影响因子：
6.8
作者：
Fadel K. Matta;H. Erol‐Korkmaz;Russell E. Johnson;P. Bıçaksız
通讯作者：
Fadel K. Matta;H. Erol‐Korkmaz;Russell E. Johnson;P. Bıçaksız
影响因子：
--
作者：
W. Swann;Russell E. Johnson;J. Bosson
通讯作者：
W. Swann;Russell E. Johnson;J. Bosson
DOI：
10.4324/9780203732427
发表时间：
2018-10
期刊：
--
影响因子：
--
作者：
J. Ramos
通讯作者：
J. Ramos
影响因子：
5.1
作者：
Kelly L. Zellars;P. Perrewé;Wayne A. Hochwarter;K. S. Anderson
通讯作者：
Kelly L. Zellars;P. Perrewé;Wayne A. Hochwarter;K. S. Anderson
影响因子：
5.6
作者：
J. Wegge;R. Dick;G. Fisher;M. West;J. Dawson
通讯作者：
J. Wegge;R. Dick;G. Fisher;M. West;J. Dawson