| 题名 | 领导手机冷落行为对员工组织公民行为的影响： 基于社会学习理论的视角 |
| 作者 | 徐晓音 |
| 答辩日期 | 2021-01 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院心理研究所 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 祝卓宏 |
| 关键词 | 领导手机冷落行为 社会学习理论 工作投入 组织公民行为 心理灵活性 |
| 学位名称 | 理学硕士（同等学力硕士） |
| 其他题名 | Study on the Influence of Boss Phubbing on organizational citizenship behavior of employees：From the Perspective of Social Learning Theory |
| 学位专业 | 应用心理学 |
| 中文摘要 | Mobile phones enhance long-distance social contact,but it interferes with face-to-face interpersonal communication,resulting in the phenomenon of " Boss Phubbing ". Mobile phones will interfere with the face-to-face interaction between leaders and subordinates， and have a negative impact on interpersonal communication. Based on the social learning theory， this study is the first to study the adverse effects of leader's cell phone indifference behavior in the context of Chinese organizational culture， and to explore how to use cell phone reasonably in the work situation to improve the working status of employees.Objective: from the perspective of social learning theory， this study attempts to explore a new phenomenon in the field of work - the influence of Boss Phubbing indifference behavior on employee's organizational citizenship behavior. Then we find that the effect of the Boss Phubbing on the employees' work engagement and the adjustment of the psychological flexibility. The results are used to guide leaders to use mobile phones reasonably in working situations and improve the working status of employees.Method: This research adopts the method of convenient sampling， and the distribution and recovery of questionnaire are carried out in the way of network questionnaire. The survey samples are mainly from a large Internet it group enterprise headquartered in Shandong Province. The network link and QR code of the questionnaire are published in the work group through we chat， office app and other ways， and relevant personnel help to urge the completion of the questionnaire. In the end， 555 questionnaires were collected and 550 valid ones were obtained. Among the effective samples， 61.8% were men， 32.9% were under 30 years old， 52.7% were 31-40 years old， and 14.4% were over 40 years old.In this study,the main variables were measured by the existing mature scale developed by domestic and foreign scholars. The Boss Phubbing scale of leaders adopts the mobile phone questionnaire developed by Roberts and David (2017); the work engagement scale adopts the simple version of work engagement scale developed by schaufeli， Bakker and salanova (2006); the organizational citizenship behavior scale developed by FARH， Hackett and Liang (2007) is suitable for Chinese cultural background; the organizational citizenship behavior scale is flexible in psychology The measurement was made by Francis， Dawson and golijani Moghaddam (2016) and revised by Wang Ming (2018).Result:First， Pearson's correlation analysis showed that there was a significant negative correlation between Boss Phubbing and organizational citizenship behavior (r = -0.13， P < 0.01)， and a significant negative correlation between leader's work engagement and organizational citizenship behavior (r = -0.15， P < 0.01)， and a significant positive correlation between work engagement and organizational citizenship behavior (r = 0.58， P < 0.01).Second， using linear regression analysis， we found that the Boss Phubbing significantly negatively predicted organizational citizenship behavior (β = -0.136， P < 0.001)Thirdly， Boss Phubbing can significantly negatively predict work engagement (β = -0.165， P < 0.01). Work engagement significantly positively predicted OCB (β = 0.572， P < 0.01). Work engagement plays a completely mediating role between the Boss Phubbing and the employee's organizational citizenship behavior. The mediating effect value is - 0.094， and the 95% confidence interval is [- 0.14， - 0.04].Fourthly， the process procedure was used to further test the mediating effect of regulation. The interaction between Boss Phubbing and psychological flexibility had a significant positive effect on organizational citizenship behavior (β = 0.523， P < 0.01). The mediating effect of regulation was established. For employees with high psychological flexibility， the mediating effect of Boss Phubbing behavior on organizational citizenship behavior through work engagement is significant， β = -0.078， SE = 0.04， 95% confidence interval is [- 0.154， - 0.008]. However， the mediating effect of low psychological flexibility on organizational citizenship behavior is not significant. β = 0.021， SE = 0.02， 95% confidence interval is [- 0.064， 0.112].Conclusion:(1) Boss Phubbing has a significant negative effect on organizational citizenship behavior;(2) Work engagement plays a completely mediating role between Boss Phubbing and employee's organizational citizenship behavior;(3) Employees' psychological flexibility plays a moderating role in the indirect relationship between Boss Phubbing， work engagement and employees' organizational citizenship behavior. The higher the employees' psychological flexibility， the stronger the intermediary role of work engagement.The results of this study show that the use of mobile phones by leaders in the workplace will first affect the work engagement of employees， and then affect the behavior outside the role of employees， and may be regulated by the psychological flexibility of employees themselves. Therefore， we suggest that the workplace should formulate corresponding use norms to reduce the negative impact of the use of mobile phones by leaders on the psychological state of employees. |
| 英文摘要 | 手机增强了远距离的社会联系，但却干扰了面对面的人际沟通，出现了“手机冷落行为”这一现象。手机会干扰领导-下属之间面对面的互动，对人际沟通产生消极影响。基于社会学习理论，本研究首次在中国组织文化背景下研究领导手机冷落行为的不良影响，探讨在工作情境中如何合理的使用手机，提升员工的工作状态。目的：本研究试图从社会学习理论的视角，探讨工作领域中一个新的现象——领导手机冷落行为对员工组织公民行为的影响。进而发现手机冷落行为对员工的工作投入的影响及心理灵活性从中所起的调节作用。结果用于引导领导者在工作情境中合理使用手机，提升员工工作状态。方法：本研究通过方便抽样的方法，问卷发放与回收以网络问卷的方式进行，调查样本主要来自总部在山东的一家大型互联网IT集团企业。问卷的网络链接与二维码，通过微信、办公APP等方式发布在工作群，并且相关人员协助督促问卷的填写。最终共回收问卷555份，最终得到有效问卷550份。有效样本中，男性占61.8%；年龄方面，30岁以下者占32.9%，31-40岁者占52.7%，40岁及以上者占14.4%。本研究中各主要变量的测量均采用国内外学者开发的既有成熟量表。领导手机冷落行为量表采用Roberts与David（2017）开发的领导手机冷落行为问卷；工作投入量表采用Schaufeli，Bakker与Salanova（2006）编制的简版工作投入量表；组织公民行为的测量采用Farh，Hackett与Liang（2007）开发的适合中国文化背景的组织公民行为量表；心理灵活性的测量采用Francis，Dawson与Golijani-Moghaddam（2016）编制，王鸣等 (2018)修订的心理灵活性综合评估问卷。结果：第一，皮尔逊相关分析表明，领导手机冷落行为与员工组织公民行为呈显著负相关（r=-0.13，p<0.01），与员工工作投入呈显著负相关（r=-0.15，p<0.01）；工作投入与组织公民行为呈显著正相关（r=0.58，p<0.01）。第二，采用线性回归分析，发现领导手机冷落行为显著的负向预测员工组织公民行为（β=-0.136，p<0.001）第三，手机冷落行为能显著负向预测工作投入（β=-0.165，p<0.01）。工作投入能显著正向预测组织公民行为（β=0.572，p<0.01）。工作投入在领导手机冷落行为与员工组织公民行为之间起完全中介作用，中介效应值为-0.094，95%的置信区间为[-0.14，-0.04]。第四，采用Process程序进一步检验有调节的中介作用，领导手机冷落行为与心理灵活性的交互项对工作投入对组织公民行为具有显著的正向影响（β=0.523，p<0.01），有调节的中介效应成立。对于高心理灵活性的员工，领导手机冷落行为通过工作投入影响员工组织公民行为的中介效应关系是显著的，β=-0.078，SE=0.04，95%的置信区间为[-0.154，-0.008]。但对于低心理灵活性的员工领导手机冷落行为通过工作投入影响员工组织公民行为的中介效应关系并不显著，β=0.021，SE=0.02，95%的置信区间为[-0.064，0.112]。结论：（1）领导手机冷落行为对员工组织公民行为有显著的负向作用；（2）工作投入在领导手机冷落行为和员工组织公民行为之间起完全中介作用；（3）员工心理灵活性在领导手机冷落行为、工作投入和员工组织公民行为之间的间接关系中起调节作用，员工心理灵活性越高，工作投入的中介作用更强。本研究结果发现在工作场景中领导手机冷落行为会首先影响员工工作投入，进而影响影响员工角色外行为，并且可能受到员工自身心理灵活性的调节，因此我们建议工作场所中应该制定相应的使用规范，以降低领导手机冷落行为对员工心理状态的消极影响。 |
| 语种 | 中文 |
| 内容类型 | 学位论文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/41547]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 徐晓音. 领导手机冷落行为对员工组织公民行为的影响： 基于社会学习理论的视角[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021. |
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