| 其他摘要 | 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. |
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