同事不文明行为对员工时间侵占的影响
——敌意归因偏差和心理弹性的调节作用

商业研究

同事不文明行为对员工时间侵占的影响 ——敌意归因偏差和心理弹性的调节作用

赵李晶，张正堂，宋锟泰

（南京大学商学院，南京 210093）

收稿日期:2018-03-01 出版日期:2018-07-16
作者简介:赵李晶（1992-），男，江苏如皋人，南京大学商学院博士研究生，研究方向：组织行为与人力资源管理；张正堂（1975-），男，安徽明光人，南京大学商学院教授，博士生导师，研究方向：战略人力资源管理与薪酬管理；宋锟泰（1991-），男，合肥人，南京大学商学院博士研究生，研究方向：组织行为与人力资源管理。
基金资助:
国家自然科学基金项目，项目编号：71372028；江苏省“333高层次人才培养工程”专项资助项目，项目编号：BRA2015330；中国特色社会主义经济建设协同创新中心资助。

The Effects of Coworker Incivility on Employees′ Time Banditry: Moderating Role of Hostile Attribution Bias and Psychological Resilience

ZHAO Li-jing，ZHANG Zheng-tang，SONG Kun-tai

(School of Business，Nanjing University，Nanjing 210093，China)

Received:2018-03-01 Online:2018-07-16

摘要/Abstract

摘要： 外部情境导致的压力是员工时间侵占行为触发的关键因素，本文通过对233份有效样本进行实证分析，探究同事不文明行为对员工时间侵占的影响和边界条件，发现同事不文明行为对员工时间侵占具有显著的正向影响，情绪耗竭在两者间起部分中介作用，敌意归因偏差强化了同事不文明行为对员工时间侵占的正面影响，而心理弹性则削弱了同事不文明行为对员工时间侵占的消极影响。因此，企业应构建对不文明行为零容忍和惩罚机制，并积极塑造同事间互相尊重和关爱的工作氛围；在招聘和甄选员工时可增加包括敌意归因偏差等人格测试，尽量避免高敌意归因偏差的人员进入企业；同时，企业可积极推行员工帮助计划，在增强员工心理弹性的同时使其获得更多的压力应对策略。

关键词: 同事不文明行为, 时间侵占, 情绪耗竭, 敌意归因偏差, 心理弹性

Abstract: Stressors caused by external situations are key trigger factors of employees′ time banditry behavior. Using 233 self-rated and valid data, the paper explored the influence and boundary condition of coworker incivility on employee′s time banditry. Results indicate that coworker incivility has a positive effect on employee′s time banditry, emotional exhaustion plays a partial mediating role between coworker incivility and time banditry, hostile attribution bias strengthens the negative effect of coworker incivility on employees′ time banditry, while psychological resilience alleviates the negative effect of coworker incivility. Therefore, enterprises should build up a zero tolerance and punishment mechanism for incivility behavior, and actively shape the working atmosphere of respect and care among colleagues; in the recruitment and selection phase, personality tests, including hostile attribution bias, can be added to avoid the entry of those with high hostility attribution bias;at the same time, enterprises can actively implement employee assistance program to enhance their resilience while giving them more stress coping strategies.

Key words: coworker incivility, time banditry, emotional exhaustion, hostile attribution bias, psychological resilience

赵李晶，张正堂，宋锟泰. 同事不文明行为对员工时间侵占的影响 ——敌意归因偏差和心理弹性的调节作用[J]. 商业研究.

ZHAO Li-jing，ZHANG Zheng-tang，SONG Kun-tai. The Effects of Coworker Incivility on Employees′ Time Banditry: Moderating Role of Hostile Attribution Bias and Psychological Resilience[J]. 商业研究.

参考文献

注释：〖①敌意归因偏差是指个体将行为结果归因于最坏动机的扭曲性思维，参见Milich, R., & Dodge, K. A. Social information processing in child psychiatric populations［J］．Journal of Abnormal Child Psychology, 1984, 12(3): 471-489. 参考文献：［1］〖Martin, L. E., Brock, M. E., Buckley, M. R., et al. Time banditry: Examining the purloining of time in organizations［J］．Human Resource Management Review, 2010,20(1):26-34. ［2］Robinson, S. L., Wang, W., Kiewitz, C. Coworkers Behaving Badly: The Impact of Coworker Deviant Behavior upon Individual Employees［J］．Annual Review of Organizational Psychology & Organizational Behavior, 2014,1(1):123-143. ［3］Andersson, L. M., Pearson, C. M. Tit for Tat? The Spiraling Effect of Incivility in the Workplace［J］．Academy of Management Review,1997,24(3):452-471. ［4］Hobfoll, S. E. Conservation of resources - A new attempt at conceptualizing stress［J］．American Psychologist,1989, 44(3): 513-524. ［5］Oakley, S. L. Time Banditry as a Coping Mechanism: Emotion-Focused and Problem-Focused Pathways from Stressors to Counterproductive Work Behaviors［D］．Raleigh, North Carolina: North Carolina State University, 2016. ［6］Matthews, B. A., Norris, F. H. When Is Believing “Seeing”? Hostile Attribution Bias as a Function of Self-Reported Aggression1［J］．Journal of Applied Social Psychology, 2010, 32(1):1-31. ［7］Bakker, A.B., Demerouti, E. De. Job Demands-Resources model: State of the Art［J］．Journal of Managerial Psychology, 2007,22(3):309-328. ［8］Sakurai, K., Jex, S. M. Coworker incivility and incivility targets′ work effort and counterproductive work behaviors: the moderating role of supervisor social support［J］．Journal of Occupational Health Psychology, 2012,17(2):150-161. ［9］Hobfoll, S. The influence of culture, community,and the nested-self in the stress process: Advancing conservation of resources theory［J］．Applied Psychology: An International Review, 2001, 50(3): 337-421. ［10］Sliter, M., Sliter, K., Jex, S. The employee as a punching bag: The effect of multiple sources of incivility on employee withdrawal behavior and sales performance［J］．Journal of Organizational Behavior, 2012, 33(1):121-139. ［11］Ketchen, D. J., Craighead, C. W., Buckley, M. R. Time bandits: How they are created, why they are tolerated, and what can be done about them［J］．Business Horizons, 2008,51(2):141-149. ［12］Shoss, M. K., Jundt, D. K., Kobler, A., et al. Doing Bad to Feel Better? An Investigation of Within- and Between-Person Perceptions of Counterproductive Work Behavior as a Coping Tactic［J］．Journal of Business Ethics, 2016, 137(3):571-587. ［13］Henle, C. A., Reeve, C. L., Pitts, V. E. Stealing Time at Work: Attitudes, Social Pressure, and Perceived Control as Predictors of Time Theft［J］．Journal of Business Ethics, 2010, 94(1):53-67. ［14］Wilson, R. A., Perry, S. J., Witt, L. A., et al. The exhausted short-timer: Leveraging autonomy to engage in production deviance［J］．Human Relations, 2015, 68(11):1693-1711. ［15］Hoobler, J. M., & Brass, D. J. Abusive supervision and family undermining as displaced aggression［J］．Journal of Applied Psychology, 2006, 91(5): 1125-1133. ［16］Zhou, Z. E., Yan, Y., Che, X. X., et al. Effect of workplace incivility on end-of-work negative affect: Examining individual and organizational moderators in a daily diary study［J］．Journal of Occupational Health Psychology, 2015, 20(1):117-130. ［17］Xanthopoulou, D., Bakker, A. B., Demerouti, E., et al. The role of personal resources in the job demands-resources model［J］．International Journal of Stress Management, 2007, 14(2):121-141. ［18］Luthans, F. The need for and meaning of positive organizational behavior［J］．Journal of Organizational Behavior, 2002, 23(6): 695-706. ［19］Smith, B. W., Dalen, J., Wiggins, K., Tooley, E., Christopher, P., & Bernard, J. The brief resilience scale: Assessing the ability to bounce back［J］．International Journal of Behavioral Medicine, 2008,15(3):194-200. ［20］Taylor, S. E., & Stanton, A. L. Coping resources, coping processes, and mental health［J］．Annual Review of Clinical Psychology, 2007,3(1): 377-401. ［21］Garmezy, N. Stress-resistant children: The search for protective factors［J］．Book Supplement to the Journal of Child Psychology & Psychiatry,1985,4: 213-233 ［22］Shoss, M. K., Jiang, L., Probst, T. M. Bending Without Breaking: A Two-Study Examination of Employee Resilience in the Face of Job Insecurity［J］．Journal of Occupational Health Psychology, in press. ［23］Martinezcorts,I., Demerouti, E., Bakker, A. B., et al. Spillover of interpersonal conflicts from work into nonwork: A daily diary study［J］．Journal of Occupational Health Psychology, 2015, 20(3):326-337. ［24］Cortina, L. M., Magley, V. J., Williams, J. H., et al. Incivility in the workplace: Incidence and impact［J］．Journal of Occupational Health Psychology, 2001,6(1):64-80. ［25］Watkins, M. B., Ren, R., Umphress, E. E., et al. Compassion organizing: employees′ satisfaction with corporate philanthropic disaster response and reduced job strain［J］．Journal of Occupational & Organizational Psychology, 2004,88(2)：436-458. ［26］Bennett, R. J., & Robinson, S. L. Development of a measure of workplace deviance［J］．Journal of Applied Psychology, 2000, 85(3): 349-360. ［27］Adams, S. H., John, O. P. A hostility scale for the California Psychological Inventory: MMPI, observer Q-sort, and big-five correlates［J］．Journal of Personality Assessment, 1997, 69(2):408-424. ［28］Podsakoff, P. M., Mackenzie, S. B., Lee, J. Y., et al. Common method biases in behavioral research: a critical review of the literature and recommended remedies［J］．Journal of Applied Psychology, 2003, 88(5):879-903. ［29］Baron, R. M., Kenny, D. A. The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations［J］．Journal of Personality & Social Psychology,1986,51(6):1173-1182. ［30］Hayes, A. F. An introduction to mediation, moderation, and conditional process analysis: A regression-based approach［M］．New York:Guilford Press,2013.