Work-Related Identity Discrepancy and Counterproductive Work Behavior: The Role of Emotional Exhaustion and Supervisor Incivility

被引：9

作者：

Liu, Chang-E ^{[1
]}

Yuan, Xiao ^{[2
]}

Hu, Chenhong ^{[2
]}

Liu, Tingting ^{[2
]}

Chen, Yahui ^{[3
]}

He, Wei ^{[4
]}

机构：

[1] Hunan Univ Technol & Business, Coll Business Adm, Mobile E Business Collaborat Innovat Ctr Hunan Pr, Key Lab Hunan Prov Mobile Business Intelligence, Changsha 410205, Peoples R China

[2] Hunan Univ Technol & Business, Coll Business Adm, Changsha 410205, Peoples R China

[3] Yunnan Univ, Sch Business & Tourism Management, Kunming 650091, Yunnan, Peoples R China

[4] Indiana State Univ, Scott Coll Business, Terre Haute, IN 47809 USA

来源：

INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH | 2020年 / 17卷 / 16期

基金：

美国国家科学基金会;

关键词：

work-related identity discrepancy; counterproductive work behavior; emotional exhaustion; supervisor incivility; SELF-DISCREPANCIES; MEDIATING ROLE; LEADERSHIP; PERSONALITY; PERFORMANCE; CREATIVITY; STRESSORS; JUSTICE; EVENTS; CWB;

D O I：

10.3390/ijerph17165747

中图分类号：

X [环境科学、安全科学];

学科分类号：

08 ; 0830 ;

摘要：

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.

引用

页码：1 / 13

页数：13

共 62 条

[1] AMABILE TM, 1988, RES ORGAN BEHAV, V10, P123
[2] Trait shyness, actual-ought self-discrepancy and discomfort in social interaction
Amico, KR
Bruch, MA
Haase, RF
Sturmer, PJ
[J]. PERSONALITY AND INDIVIDUAL DIFFERENCES, 2004, 36 (07) : 1597 - 1610
[3] Tit for tat? The spiraling effect of incivility in the workplace
Andersson, LM
Pearson, CM
[J]. ACADEMY OF MANAGEMENT REVIEW, 1999, 24 (03) : 452 - 471
[4] Ego depletion: Is the active self a limited resource?
Baumeister, RF
Bratslavsky, E
Muraven, M
Tice, DM
[J]. JOURNAL OF PERSONALITY AND SOCIAL PSYCHOLOGY, 1998, 74 (05) : 1252 - 1265
[5] Baumeister RF., 2001, REV GEN PSYCHOL, V5, P323, DOI [10.1037/1089-2680.5.4.323, DOI 10.1037/1089-2680.5.4.323]
[6] Bennett RJ, 2003, S APPL PSYC, P247
[7] Loss, trauma, and human resilience - Have we underestimated the human capacity to thrive after extremely aversive events?
Bonanno, GA
[J]. AMERICAN PSYCHOLOGIST, 2004, 59 (01) : 20 - 28
[8] Leadership: is bad stronger than good?
Brandebo, Maria Fors
Nilsson, Sofia
Larsson, Gerry
[J]. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL, 2016, 37 (06) : 690 - 710
[9] BACK-TRANSLATION FOR CROSS-CULTURAL RESEARCH
BRISLIN, RW
[J]. JOURNAL OF CROSS-CULTURAL PSYCHOLOGY, 1970, 1 (03) : 185 - 216
[10] Heterogeneity in turnover: The effect of relative compensation dispersion of firms on the mobility and entrepreneurship of extreme performers
Carnahan, Seth
Agarwal, Rajshree
Campbell, Benjamin A.
[J]. STRATEGIC MANAGEMENT JOURNAL, 2012, 33 (12) : 1411 - 1430

← 1 2 3 4 5 6 7 →