摘要
基于资源保存理论,通过对83个团队的388名员工进行问卷调查,探讨和分析了团队关系冲突对员工拖延行为的影响及作用机制。研究结果表明,团队中的关系冲突对员工的拖延行为具有显著的正向影响,而情绪耗竭在团队关系冲突与员工拖延行为的关系中起着部分中介作用,即团队关系冲突对员工拖延行为的影响,一部分是通过情绪耗竭起作用的。同时,核心自我评价会削弱团队关系冲突对拖延行为的直接效应和情绪耗竭的间接效应,即,核心自我评价越高的员工越不会因为团队中的关系冲突而增加情绪耗竭的感知,从而表现出更多的拖延行为。
Based on the Conservation of Resources Theory,this study explores and analyzes the influence mechanism of team relationship conflict on employees’procrastination behavior by questionnaire survey in 388 employees of 83 teams.The results show that team relationship conflict has a significantly positive effect on employees’procrastination behavior,and emotion exhaustion plays a partial mediating effect between team relationship conflict and procrastination behavior.To some extent,conflicts in team relations can increase employees’emotional exhaustion at work,which will increase the occurrence of employees’procrastination.In addition,employees’core self-evaluation negatively moderates the effect of team relationship conflict on emotion exhaustion,and then weakens the partial mediating effect of emotion exhaustion between team relationship conflict and procrastination behavior.The higher the core self-evaluation,the less likely employees are to increase their perception of emotional exhaustion due to relationship conflicts in the team,thereby showing more procrastination.
作者
陈波
杨东涛
潘亮
CHEN Bo;YANG Dongtao;PAN Liang(Nanjing University,Nanjing,China;COMAC University,Shanghai,China)
出处
《管理学报》
CSSCI
北大核心
2020年第2期216-224,共9页
Chinese Journal of Management
基金
国家自然科学基金资助项目(71372027).
关键词
资源保存理论
团队关系冲突
拖延行为
情绪耗竭
核心自我评价
conservation of resources theory
team relationship conflict
procrastination behavior
emotion exhaustion
core self-evaluation
作者简介
通讯作者:潘亮(1984-),男,江苏南京人。南京大学(南京市210093)商学院博士,中国商用飞机有限责任公司(上海市200241)商飞大学讲师。研究方向为组织行为及人力资源管理等。E-mail:panliang0824@163.com
