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“攀比令人厌恶”?——探究向上社会比较对临时工职场应对行为的双重影响

"Comparisons are Odious"? - Exploring the Dual Effect of Upward Social Comparison on Workplace Coping Behaviors of Temporary Agency Workers.

作者信息

Li Yi, Wang Siyu

机构信息

School of Management, Shanghai University, Shanghai, People's Republic of China.

出版信息

Psychol Res Behav Manag. 2023 Oct 18;16:4251-4265. doi: 10.2147/PRBM.S425946. eCollection 2023.

Abstract

Temporary agency workers are becoming increasingly critical as a supplementary workforce within enterprises, inevitably leading upward social comparisons with permanent employees. However, existing research pays little attention to this phenomenon, which cannot provide theoretical guidance for the management of temporary agency workers. To fill this gap, our study utilizes the cognitive appraisal theory of emotion to construct a dual-path moderated mediation model, examining how upward social comparison is associated with positive and negative behaviors through two distinct forms of envy. Through the questionnaire survey, data is collected from 882 temporary agency workers in a Chinese temporary staffing firm. The results reveal that upward social comparison is associated with both benign and malicious envy, which in turn respectively relate to informal workplace learning and social undermining behavior. Additionally, psychological availability moderates the relationship between upward social comparison and envy, such that when psychological availability is higher (vs lower), the positive effect of upward social comparison on benign envy is stronger and the positive effect of upward social comparison on malicious envy is weaker. Moreover, psychological availability further moderates the indirect effect of upward social comparison on employee behavior. When psychological availability is higher (vs lower), the positive indirect effect of upward social comparison on informal workplace learning via benign envy is stronger, whereas the positive indirect effect of upward social comparison on social undermining via malicious envy is weaker. Our study enriches the theoretical research perspective of upward social comparison and provides insights for managing temporary agency workers. Our study is the first to explore the dual behavioral choices of upward social comparison of temporary agency workers and apply the cognitive appraisal theory of emotion to social comparison. The results indicate that organizations can improve the psychological availability of temporary agency workers to stimulate learning behavior and reduce social undermining behavior to achieve a win-win situation between temporary agency workers and organizations.

摘要

临时派遣工作为企业补充劳动力的重要性日益凸显,不可避免地引发了与正式员工的向上社会比较。然而,现有研究对此现象关注甚少,无法为临时派遣工的管理提供理论指导。为填补这一空白,我们的研究运用情绪认知评价理论构建了一个双路径调节中介模型,考察向上社会比较如何通过两种不同形式的嫉妒与积极和消极行为相关联。通过问卷调查,我们从一家中国临时用工公司的882名临时派遣工中收集了数据。结果表明,向上社会比较与良性嫉妒和恶意嫉妒均相关,而这两种嫉妒又分别与非正式职场学习和社会破坏行为相关。此外,心理可及性调节了向上社会比较与嫉妒之间的关系,即当心理可及性较高(相对于较低)时,向上社会比较对良性嫉妒的正向影响更强,而向上社会比较对恶意嫉妒的正向影响较弱。而且,心理可及性进一步调节了向上社会比较对员工行为的间接影响。当心理可及性较高(相对于较低)时,向上社会比较通过良性嫉妒对非正式职场学习的正向间接影响更强,而向上社会比较通过恶意嫉妒对社会破坏行为的正向间接影响较弱。我们的研究丰富了向上社会比较的理论研究视角,并为管理临时派遣工提供了见解。我们的研究首次探讨了临时派遣工向上社会比较的双重行为选择,并将情绪认知评价理论应用于社会比较。结果表明,组织可以提高临时派遣工的心理可及性,以激发学习行为并减少社会破坏行为,从而实现临时派遣工与组织的双赢局面。

https://cdn.ncbi.nlm.nih.gov/pmc/blobs/8030/10590561/2336e6a739b7/PRBM-16-4251-g0001.jpg

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