职场孤独感的预防与应对机制研究：调节匹配理论的研究视角

随着工作信息技术运用、工作强度增加，员工间的社交频率越来越低，职场孤独感普遍发生，引起了企业管理实践界高度重视。然而，目前对如何预防和应对职场孤独感尚不清晰。Wright（2020）认为当员工实际的职场人际关系未达到预期水平，员工会认为职场人际关系存在缺陷，产生孤独的体验。Wright（2020）的观点反映了职场孤独感是一种员工未实现期望社交目标而导致的心理体验。循此逻辑，本项目采用与目标实现过程相关的调节匹配理论来解释职场孤独感的产生原因和影响机制，为预防和应对职场孤独感提供对策。以调节匹配理论为框架，本项目拟解决三个问题：1）领导与下属的调节焦点（不）匹配如何通过影响领导成员交换，进而影响职场孤独感；2）员工与团队的调节焦点（不）匹配如何通过影响团队成员交换，进而影响职场孤独感；3）员工如何基于不同的团队调节氛围选择不同人际关系重塑以应对职场孤独感，并因此对员工的行为和绩效产生影响。

With the use of information technology and the increase of work intensity, employees have less frequent social contact with coworkers, thusly the workplace loneliness has become a common problem for employees which attracts attention from management practitioners in organizations. However, we only have vague understanding about how to prevent and cope with workplace loneliness. Wright (2020) believes that when employees' actual workplace interpersonal relationships fails to reach the expected level, employees will think that there are deficits in the workplace interpersonal relationships and experience loneliness. Wright’s (2020) view reflects that workplace loneliness is a psychological experience caused by employees' failure to achieve expected social goals. Following this logic, this project applies regulatory fit theory related to individuals’ self-regulation during goal chasing process to understand the generation and coping process of workplace loneliness. Base on the tenets of regulatory fit theory, the project aim to answer three questions:1) whether the effects of (in)congruence between leader and followers regulatory focus impact workplace loneliness through the mediating effect of leader member exchange 2) whether the effects of (in)congruence between employees and team’s regulatory focus impact workplace loneliness through the mediating effect of team member exchange 3) how employees choose their coping strategies (e.g., Promotion-oriented relational crafting or Prevention-oriented relational crafting) for experienced workplace loneliness based on different team regulatory focus climate, and how different relational crafting impact subsequent work behaviors and performance.