Saint Louis University, St. Louis, MO 63103, USA.
Stress Health. 2012 Aug;28(3):222-33. doi: 10.1002/smi.1425. Epub 2011 Oct 5.
Drawing from the conservation of resources framework and self-control principles, we proposed a moderated mediational model through which emotional exhaustion may be linked to counterproductive work behaviours (CWBs). Analyses conducted with 175 Midwestern government workers revealed that both depersonalization (i.e. detachment from one's work, customers or co-workers) and organizational disidentification (i.e. cognitive opposition to an organization) were viable predictors of deviancy. Further, depersonalization and disidentification mediated the relationship between emotional exhaustion and CWBs, although disidentification drove these findings. Lastly, trait self-control moderated most variations of this relationship, in that this mediational model only applied to individuals with low and moderate self-control but not high self-control. Consistent with the conservation of resources framework, this study suggests that in a state of depleted emotional resources, heightened depersonalization and disidentification together provide the necessary levels of psychological/emotional withdrawal and justification for CWBs to emerge.
本研究运用资源保存理论和自我控制原则，提出了一个中介模型，探讨情绪耗竭与反生产工作行为（CWB）之间的关系。通过对 175 名中西部政府工作人员的分析，结果发现，去人性化（即与工作、客户或同事脱节）和组织去认同（即对组织的认知反对）均可有效预测偏差行为。此外，去人性化和去组织认同在情绪耗竭与 CWB 之间起中介作用，而组织去认同则驱动了这些发现。最后，特质自我控制调节了这种关系的大多数变化，即该中介模型仅适用于自我控制水平低和中等的个体，而不适用于自我控制水平高的个体。与资源保存理论一致，本研究表明，在情绪资源枯竭的状态下，高度的去人性化和去组织认同共同提供了必要的心理/情绪抽离水平和对 CWB 的合理化，使其得以出现。
