上级无礼行为螺旋升级与涓滴效应：中国组织情境下多源、多层纵向研究

工作场所无礼行为是一种违背工作场所相互尊重规范、伤害意图模糊、低强度的人际偏差行为。它已被证实对雇员及组织造成严重的负面影响。由于上级是下属获取各种资源的守门员，因此上级无礼行为具有更严重的破坏性后果，但目前鲜有研究探讨上级无礼行为。本研究拟采用多源（上级-下属-家人）配对问卷调研，多层(个体、群体)变量的纵向研究，通过深度访谈、内容分析、实验室干预等方法，以社会学习理论、社会交换理论、信息加工理论、过程视角等为基础，对中国组织情境下上级无礼行为的螺旋升级及涓滴效应进行本土化研究。包括①从强度上探讨上级无礼行为螺旋升级机理；②从方向上探讨无礼行为在"上级-下属-家人"之间逐级转移的涓滴效应机制。进而运用深度访谈、案例研究及演绎法提炼对策，运用纵向干预实验考察管理者个体特征（移情能力、心理资本等）的改善对减少无礼行为的影响，以期为企业人力资源管理实践与和谐社会构建提供新的理论依据。

Workplace incivility is low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect. It has been proved to cause serious consequence on employees and organizations. Because the supervisor is the goalkeeper of subordinate to get all kinds of resources, supervisor incivility has more serious destructive consequence. But few studies have discussed it. This study intends to study two aspects of the supervisor incivility in Chinese organizational context which include the spiral increasing and the trickle-down effect,exployed longitudinal study of multisource (supervisors, subordinates and families) trilateral matching questionnaire survey, multilevel (individual and group) variables ,combined with the in-depth interviews and content analysis, laboratory intervention and based on social learning theory, social exchange theory, information processing theory and process perspective. On this basis, on the one hand, the researchers use the depth interview, case study and induction method to refine countermeasures, at the same time, using longitudinal intervention study to improve the manager individual characteristics such as empathy, mental capital, which can reduce workplace incivility. The aim of the study is to provide new theory evidence for human resource management practice and the building of a harmonious society.