职场无礼行为及影响机制研究：基于不同互动情境的理论建构与实证检验

The last decade has witnessed in surge in interest in workplace incivility, which was defined as low-intensity deviant workplace behavior with an ambiguous intent to harm (Andersson & Pearson, 1999, p. 457). After reviewing on prior studies associated with workplace incivility, we found that four research questions should be addressed: First, little is known about the dynamic evolution from targets of incivility to perpetrator of incivility. Second, little research to date documented how individual experienced workplace incivility and team-level incivility climate work together to influence individual and team performance. Third, little is known about how third-parties response to workplace incivility when it happens. Forth, little is known about the spillover and crossover of workplace incivility. In the current study, we plan to conduct for studies to address these questions above. In STUDY 1, we'd like to explain how and why the victims who experience workplace incivility become the perpetrator of workplace incivility from moral disengagement perspective. Especially, we would like to explore the role of moral disengagement, moral identity, and hostile climate in victims' responses to workplace incivility they experienced. In STUDY 2, we'd like to use social cognition theory and regulatory focus theory to explain how individual experience of workplace incivility and team incivility climate work together to influence individual and team work performance. In particular, we'd like to explore the mediating role of individual role-breadth self-efficacy, and team relationship conflicts, and the moderating role of the prevention- and promotion-regulatory focus in the relationship between individual- and team-level workplace incivility and performance. In STUDY 3, we'd like to utilize deonance theory of justice and theory of moral potency to explain how third-parties response to workplace incivility that they witnessed. Especially, we'd like to explore the role of moral anger, moral ownership, moral courage, beliefs in ren, and ethical climate in third-parties' reactions to workplace incivility that they witnessed. In STUDY 4, we'd like to explore the role of negative affective states, forgiveness climate, and mindfulness in the relationship between employee experienced incivility and his spouse's marriage well-being, and family-work conflicts.

近年来，职场无礼行为受到学者们的广泛关注，并成为学界的研究热点之一。然而目前该领域还有以下问题没有解决: (1)对职场无礼行为本身的动态演变模式关注较少; (2)对职场无礼行为的跨层面影响机制研究相对欠缺; (3)在见证职场无礼行为时，作为旁观者的第三方的行为决策机制不明; (4)职场无礼行为的溢出和交叉效应研究较少。本项目试图通过4个研究解决以上问题: (1)研究1从道德推脱的角度出发，探讨无礼行为的受害者如何变成无礼行为的实施者; (2)研究2从社会认知理论和调节倾向理论等视角出发，探讨个体和群体层面无礼行为如何共同影响个体和群体层面工作绩效; (3)从道义公正理论和道德责任理论等视角出发，探讨第三方在见证无礼行为时的行为决策过程及边界条件; (4)从资源保存理论等视角出发，探讨无礼行为的消极后果如何向受施者家庭溢出，给其配偶的家庭生活带来负面的交叉影响，以及制约该影响过程的边界条件。

近年来，职场无礼行为受到学者们的广泛关注，并成为学界的研究热点之一。然而目前该领域还有以下问题没有解决: (1)对职场无礼行为本身的动态演变模式关注较少; (2)对职场无礼行为的跨层面影响机制研究相对欠缺; (3)在见证职场无礼行为时，作为旁观者的第三方的行为决策机制不明; (4)职场无礼行为的溢出和交叉效应研究较少。本项目通过4个研究解决以上问题: (1)研究1从道德推脱的角度出发，探讨无礼行为的受害者如何变成无礼行为的实施者; (2)研究2从社会认知理论和调节倾向理论等视角出发，探讨个体和群体层面无礼行为如何共同影响个体和群体层面工作绩效; (3)从道义公正理论和道德责任理论等视角出发，探讨第三方在见证无礼行为时的行为决策过程及边界条件; (4)从资源保存理论等视角出发，探讨无礼行为的消极后果如何向受施者家庭溢出，给其配偶的家庭生活带来负面的交叉影响，以及制约该影响过程的边界条件。项目执行过程中我们有了一些有趣且重要的发现，例如：(1)关于无礼行为的前因，我们发现员工的低工作绩效、知识隐藏行为等是诱发主管无礼行为的前因；该过程中主管的底线心态、道德相对主义、部门的绩效水平是主管无礼行为的形成的边界条件。(2)主管的无礼行为会降低下属与主管的关系能量，进而会提升下属的知识隐藏行为；但该过程会受到主管的反思道德关注的调节。(3)目击主管针对同事的无礼行为会诱发第三方的道德觉察，进而可能作出为该同事的撑腰行为；但该影响过程会受到第三方与主管的关系依恋和其道德勇气的双重调节。(4)同时，目击主管针对同事的无礼行为会降低第三方对未来的回报预期，进而降低其工作表现；但该影响过程会受到领导行为正直的调节。..目前我们在《管理世界》、Journal of Management, Journal of Business Research等国内外权威刊物上发表论文共计15篇，后续还有一系列的文章在陆续发表中。项目执行过程中，我们完成了大部分的既定目标，解决了一些关健的科学问题；同时，我们的研究也有助于提高组织的管理效率与效果，提升组织的整体绩效水平，有着重要的理论和现实意义。