社会与工程心理学研究室知识库

近些年来，随着“内卷”、“躺平”、“摸鱼”等一系列职场相关的网络流行词的相继传播，与职场人负面工作态度有关的社会现象引起了广泛注意。社会现象的背后可能由内外部环境恶化、竞争加剧等多种因素造成，这也会助长组织情境中的暴力行为的发生频率，对职场人造成精神和心理的伤害。这种伤害会影响个体后续的工作行为，从而对个体积极地开展创造性工作、组织更好地应对激烈的竞争态势、社会整体的奋斗风气都产生了不利的影响。当社会中消极的思想浮现，如何调动个体以塑造积极的工作行为就变得尤为重要。

本研究认为职场负面八卦作为普遍存在于职场环境中的“冷”暴力具有普发性和隐秘性，八卦目标对其的感知会影响其积极工作行为。而工作重塑作为个体积极主动的自下而上对工作采取重新设计的行为，不仅体现了个体的工作积极性水平，也帮助个体感受到工作意义。研究探讨了职场负面八卦对工作重塑的消极作用，从八卦目标的自我认同视角和内群体认同视角探讨其内在的作用机制和边界条件。

先导研究根据 Slemp 和 Vella-Brodrick(2013)编制的英文版工作重塑量表进行汉化翻译并进行信效度检验。通过针对 263 名全职在职人员施测，结果表明中文版工作重塑量表符合三因素模型，与英文版本一致，同时被证明拥有良好的信度和效度，在后续的研究中使用是可靠的。

研究一从自我认同视角，基于社会信息加工理论将内部人地位感知作为中介变量和包容型领导作为调节变量构建了假设模型。采用匿名问卷调查的方式针对 457 名全职在职人员进行调查，结果表明：(1)职场负面八卦对个体的工作重塑行为产生负向作用：八卦目标承受职场负面八卦会削减其工作重塑行为；(2)内部人地位感知在职场负面八卦与工作重塑之间起到部分中介作用：职场负面八卦通过削弱员工对其内部地位的感知，从而减少其工作重塑行为的发生；(3)包容型领导调节了职场负面八卦对内部人地位感知的负向作用，当组织中的领导越加展现出包容型领导风格，职场负面八卦对员工的内部人地位感知的负向作用越弱；(4)包容型领导调节了职场负面八卦对工作重塑的负向作用，当组织中领导越加展现出包容型领导风格，越会削弱职场负面八卦对员工工作重塑行为的负向作用；(5)包容型领导调节了职场负面八卦经由内部人地位感知对工作重塑的负向作用，证明了包容型领导在职场负面八卦对内部人地位感知的负向作用中起到积极的调节作用。

研究二从内群体认同视角，在社会认同理论的指导下将组织认同作为中介变量和心理弹性作为调节变量构建了假设模型。采用匿名问卷调查方式针对 474 名全职在职人员进行调查，结果表明：(1)职场负面八卦对个体的工作重塑行为产生负向作用：八卦目标承受职场负面八卦会削减其工作重塑行为；(2)组织认同在职场负面八卦与工作重塑之间起部分中介作用，即职场负面八卦可以通过减少员工对其组织的认同程度，从而削减其工作重塑行为的发生；(3)心理弹性调节了职场负面八卦对组织认同的负向作用，当个体的心理弹性水平越强，职场负面八卦对其组织认同感的负向作用越弱；(4)心理弹性调节了职场负面八卦经由组织认同对工作重塑的负向作用，这意味着，随着心理弹性水平的升高，职场负面八卦通过组织认同对工作重塑的负向作用会减弱。

整体研究表明，从八卦目标的角度来看，职场负面八卦的发生会对其自身在组织中的地位感知及对组织的认同感造成消极的影响，从而影响其积极工作重塑行为的展现。探究职场负面八卦向组织揭示了组织情境中的不利“病灶”，提示了组织应当采取积极手段以减少其在组织中的影响。本研究也为组织提供了两种内部和外部的干预手段：对个体心理弹性的培养和对领导包容性的激励都能够在影响过程中产生积极的作用。

In recent years, with the wide spread of workplace related internet buzzwords, such as ‘involution’, ‘lie down’, and ‘slack off’, a series of social phenomena related to negative work attitudes has attracted our attention. The underlying social phenomena may be triggered by various causes, such as the deteriorating internal and external environments, intensified competition, etc., contributing to the higher frequency of violent behavior in organizational environments and resulting in mental and psychological harm to professionals. This kind of injury can affect the individual's subsequent work behavior, thereby having a negative impact on the individual's active and creative work, the organization's suitable responses to fierce competition, and the overall struggle atmosphere of the whole society. When negative thoughts emerge, it becomes particularly important to mobilize individuals to shape positive work behaviors.

This study suggested that negative workplace gossip, as a ‘cold’ violence commonly found in the workplace environment, can be both prevalent and covert, and the perception of gossip targets can affect individuals' positive work behavior. Job crafting, as an individual's spontaneous and bottom-up redesign of work, is a powerful manifestation of individual work enthusiasm and an important way to gain a sense of work significance. The study explores the negative effects of negative workplace gossip on job crafting, exploring its internal mechanisms and boundary conditions from the perspectives of individual’s self-identity and in-group identification.

The Prior Study conducted a Chinese translation and reliability and validity tests on the basis of the English version of the Job Crafting Questionnaire (JCQ) developed by Slemp and Vella-Brodrick(2013). Through testing 263 full-time employees, the results showed that the Chinese version of the JCQ had three-factor model as well, consistent with the English version, and had good reliability and validity thereby can be used in future researches.

From self-identity perspective, under the guidance of Social Infomation Processing Theory, Study 1 explored the mediator role of perceived insider status and the moderator role of inclusive leadership by conducting a questionnaire survey on 457 full-time employees. The results showed that: (1) negative workplace gossip has a negative impact on employees' job crafting, that is, the occurrence of negative workplace gossip will reduce individuals’ job crafting behavior; (2) perceived insider status plays a partial mediating role between negative workplace gossip and job crafting, that is, negative workplace gossip can reduce employees' perception of their internal status, thereby reducing their occurrence of job crafting behavior; (3) inclusive leadership moderates the negative impact of negative workplace gossip on the perceived insider status. When leaders in an organization perform an inclusive leadership style, the negative impact of negative workplace gossip on the perceived insider status becomes weaker; (4) inclusive leadership moderates the negative impact of negative workplace gossip on job crafting. The more leaders in an organization perform an inclusive leadership style, the weaker the negative impact of negative workplace gossip on job crafting behavior towards gossip goals; (5) inclusive leadership moderates the negative impact of negative workplace gossip on job crafting through perceived insider status, proving that inclusive leadership plays a positive moderating role in the impact of negative workplace gossip on perceived insider status.

From in-group identification perspective, under the guidance of Social Identity Theory, Study 2 explored the mediator role of organizational identification and the moderator role of psychological resilience by conducting a questionnaire survey on 474 full-time employees. The results showed that: (1) negative workplace gossip has a negative impact on employees' job crafting, that is, the occurrence of negative workplace gossip will reduce individuals' job crafting behavior; (2) organizational identification plays a mediating role between negative workplace gossip and job crafting, that is, negative workplace gossip can reduce employees' level of identification with their organization, thereby reducing the occurrence of job crafting behavior; (3) psychological resilience regulates the negative impact of negative workplace gossip on organizational identification. The stronger an individual's psychological resilience level, the weaker the negative impact of negative workplace gossip on their organizational identification; (4) psychological resilience moderates the negative impact of negative workplace gossip on job crafting through organizational identification. This means that along with the level of psychological resilience increases, the negative impact of negative workplace gossip on job crafting through organizational identification weakens.

The overall research has shown that the occurrence of negative workplace gossip can lead to negative perceptions and feelings of individuals’ insider status and organizational identification, thereby affecting their positive work behavior. Exploring negative workplace gossip reveals the ‘lesions’ that are detrimental to the organization and suggests that organizations should take proactive measures to reduce its presence within the organization. This study also provides two internal and external intervention methods for organizations: cultivating individual psychological resilience and encouraging leadership inclusivity, both of which can have a positive effect.