文献类型：期刊文献

中文题名：关系型活动对职场边缘化的多重效应研究——以境遇感知为中介

英文题名：Study on the Dual Effect of Relational Activities on Workplace Marginalization—Mediated by Situational Perception

作者：关涛[1];宋佳怡[2];陶悦[2]

机构：[1]华东理工大学商学院工商管理系;[2]华东理工大学商学院

年份：2021

卷号：6

期号：4

起止页码：91

中文期刊名：管理学季刊

外文期刊名：Quarterly Journal of Management

基金：国家社科基金项目“裁员频次与工作不安全感的全效应研究”(20BGL133)的资助。

语种：中文

中文关键词：关系活动;政治活动;领导者与成员的交换关系(LMX);境遇感知;边缘化

外文关键词：relational activities;political activities;LMX;situation perception;marginalization

摘要：本文首先从员工待遇和能力的匹配关系方面界定了“境遇感知”的新概念,通过它的偏离程度来衡量员工“混得好不好”。然后使用社会交换理论和社会比较理论,以政治活动、领导者与成员的交换关系(LMX)代表员工的关系型活动,构建了员工“关系型活动—境遇感知—边缘化”的路径模型。通过543份问卷的实证检验,本文发现员工关系型活动对职场边缘化有多重效应:一是直接抑制效应,即员工关系型活动越频繁,其边缘化的可能性就越低;二是包含抑制与促进的间接双重效应:由于境遇感知与边缘化呈“U”形关系,随着关系型活动由少到多的变化,经过境遇感知的“U”形中介后,间接导致边缘化程度的先减后增,即先后出现抑制效应和促进效应。只有适度的关系型活动,才会带来最低程度的边缘化。
Purpose:Research in organizational behavior generally equates workplace exclusion with marginalization,making it difficult to explain the passive marginalization caused by the exclusion from leaders or colleagues,and active marginalization caused by self-isolation.Taking into account the comparison of treatment caused by employees’relational activities,we put forward a new concept of“situation perception”based on the matching relationship between treatment and competence,and introduce political activities and leader-member exchange(LMX)to represent employees’relational activities.Based on the Social Exchange Theory and Social Comparison Theory,the path model of“relational activities—situation perception—marginalization”is constructed to explore the complex dual effect of relational activities on marginalization.Design:We conducted a questionnaire survey through purposive,random and snowballing techniques.Questionnaire A for employees included basic information,control variables,political activities and LMX.Questionnaire B for their coworkers was issued three months later,which includes treatment,competence and marginalization.In the end,valid data were collected from 543 dyads of employee-coworker.Theoretical hypotheses were tested by multiple regressions and re-sampling techniques(Jackknife and Bootstrap).Findings:Relational activities have a dual effect on marginalization:One is the direct inhibition effect,that is,the more frequently employees participate in relational activities,the less likely they are to be marginalized.The second is the indirect dual effect which contains inhibition and promotion.Because of the u-shaped relationship between situation perception and marginalization,as the frequency of relational activities goes from less to more,the degree of marginalization will decrease first and then increase,through the mediating effect of situation perception.Only a modest frequency of relational activities can reduce the marginalization to a minimum extent.Originality:Firstly,based on the Social Exchange Theory,the current study uses the different matching relationship between treatment(return)and competence(investment)to describe the status of employees in the organization,thus defining the new concept of“situation perception”and its state of balance or deviation,putting forward the theory of balanced situation perception,and differentiating it from the Equity Theory.Secondly,according to means and visibility,we classify relational activities into political activities which have low visibility and are used to shape private relationships,and LMX which has high visibility and is used to shape working relationships.This helps to measure relational activities more comprehensively and to study the effect of relational activities on marginalization in organizations more thoroughly.In addition,after distinguishing passive marginalization and active marginalization,we combine them to study their common cause and thus extend the Social Exchange Theory.Implications:This study suggests that employees and managers can effectively control workplace marginalization by changing the matching relationship between treatment and competence.For employees,if their situation perception is in a state of positive deviation,they need to enhance their work abilities.If their situation perception is in a state of negative deviation,it is necessary to strengthen the communication with leaders and colleagues,take the initiative to support the demand of the organization,and actively integrate into the surrounding groups.To improve employees’situation perception and reduce their marginalization,managers could attach importance to staff training,change irrational treatment,or strengthen the communication between superiors and subordinates.