Jin Shan, Zhu Xiji, Fu Xiaoxia, Wang Jian
Business School, Central University of Finance and Economics, Beijing, China.
School of Information, Central University of Finance and Economics, Beijing, China.
Front Psychol. 2022 May 27;13:906877. doi: 10.3389/fpsyg.2022.906877. eCollection 2022.
Counterproductive work behavior (CWB) is one of the most common behavioral decisions of employees in the workplace that negatively impacts the sustainable development of enterprises. Previous studies have shown that individuals make CWB decisions for different reasons. Some individuals engage in CWB due to cognitive factors (i.e., perceived organizational justice and psychological contract breakdown), whereas others engage in CWB in response to leadership behaviors (i.e., abusive management). The conservation of resources (COR) theory holds that individuals have the tendency to preserve, protect and acquire resources. When experiencing the loss of resources, individuals will show irrational and aggressive behaviors in order to regain resources. When obtaining resources, individuals' tension and pressure will be relieved. To maintain or continue obtaining resources, individuals will show more positive work attitudes and behaviors. Therefore, using the COR theory as the main theoretical framework, this study explores a serial mediation model between family supportive leadership and CWB through work-family conflict and moral disengagement, moderated by personal life attribution. A three-wave survey of 251 medical workers from three hospitals found that family supportive leadership can reduce employees' perceived work-family conflict, which leads to less moral disengagement, resulting in lower CWB. Personal life attribution strengthens the negative indirect effect of family supportive leadership on CWB by reinforcing the negative association between family supportive leadership and work-family conflict. This study uses the COR theory to explore the mechanism and boundary conditions of family supportive leadership and CWB from the perspective of negative work-family relationship, which enrichis the research content of existing theories. Moreover, this study has important guiding significance for managers to take effective measures to reduce CWB.
反生产工作行为（CWB）是职场中员工最常见的行为决策之一，对企业的可持续发展产生负面影响。以往研究表明，个体做出CWB决策的原因各不相同。一些个体由于认知因素（即感知到的组织公正和心理契约破裂）而从事CWB，而另一些个体则是对领导行为（即辱骂式管理）做出反应而从事CWB。资源保存（COR）理论认为，个体有保存、保护和获取资源的倾向。当经历资源损失时，个体为了重新获得资源会表现出非理性和攻击性行为。当获得资源时，个体的紧张和压力会得到缓解。为了维持或继续获得资源，个体将表现出更积极的工作态度和行为。因此，本研究以COR理论为主要理论框架，通过工作-家庭冲突和道德脱离，探索家庭支持型领导与CWB之间的序列中介模型，并以个人生活归因作为调节变量。对来自三家医院的251名医护人员进行的三波调查发现，家庭支持型领导可以减少员工感知到的工作-家庭冲突，这会导致更少的道德脱离，从而降低CWB。个人生活归因通过加强家庭支持型领导与工作-家庭冲突之间的负相关关系，增强了家庭支持型领导对CWB的负面间接影响。本研究从负面工作-家庭关系的角度，运用COR理论探讨家庭支持型领导与CWB的作用机制和边界条件，丰富了现有理论的研究内容。此外，本研究对于管理者采取有效措施减少CWB具有重要的指导意义。
