4807 
5163在关于职场偏差行为的研究中，目前仅有极少数针对其结果变量的研究。这些研究主要从行为接受者的视角探讨职场偏差行为对他人及组织的不利影响，却忽视了员工采取职场偏差行为对其自身的影响。基于情感事件理论，本研究采取行为者中心视角，探讨了员工职场偏差行为对其自身工作投入的内在作用机制和边界条件。采用经验取样法对企业员工进行连续10个工作日的每日调研，对323组日常观测数据采用分层线性模型进行分析的结果表明：员工每日采取职场偏差行为越多，其负面情绪越高，进而工作投入越低；道德认同会强化职场偏差行为对其自身负面情绪的影响，当员工道德认同较高时，员工职场偏差行为对自身负面情绪的作用更强；道德认同对职场偏差行为与工作投入之间的效应产生促进作用，当员工道德认同较高时，员工职场偏差行为通过负面情绪影响自身工作投入的负面影响会增强。研究结果为从员工自身视角抑制职场偏差行为提供了理论和干预启示。
员工职场偏差行为对其自身的影响：基于情感事件理论的探讨
摘要
参考文献
1 陈晨, 秦昕, 谭玲, 等. 授权型领导—下属自我领导匹配对下属情绪衰竭和工作绩效的影响[J]. 管理世界,2020a, 36(12): 145-161.
6 李进, 刘军, 刘超, 等. 基于需求理论框架的职场排斥缓冲效应研究[J]. 管理学报,2016, 13(2): 221-228. DOI:10.3969/j.issn.1672-884x.2016.02.008
7 马吟秋, 席猛, 许勤, 等. 基于社会认知理论的辱虐管理对下属反生产行为作用机制研究[J]. 管理学报,2017, 14(8): 1153-1161. DOI:10.3969/j.issn.1672-884x.2017.08.006
8 彭贺. 中国知识员工反生产行为分类的探索性研究[J]. 管理科学,2010, 23(2): 86-93. DOI:10.3969/j.issn.1672-0334.2010.02.011
9 孙旭, 严鸣, 储小平. 基于情绪中介机制的辱虐管理与偏差行为[J]. 管理科学,2014, 27(5): 69-79. DOI:10.3969/j.issn.1672-0334.2014.05.006
12 王尧, 章凯, 张娇娇, 等. 领导可信赖性: 委派效应的分水岭及其消极面的形成机制[J]. 管理世界,2019, 35(2): 185-196. DOI:10.3969/j.issn.1002-5502.2019.02.013
13 Ames D R, Johar G V. I’ll know what you’re like when I see how you feel: How and when affective displays influence behavior-based impressions[J]. Psychological Science,2009, 20(5): 586-593. DOI:10.1111/j.1467-9280.2009.02330.x
14 Barnes C M, Lucianetti L, Bhave D P, et al. “You wouldn’t like me when I’m sleepy”: Leaders’ sleep, daily abusive supervision, and work unit engagement[J]. Academy of Management Journal,2015, 58(5): 1419-1437. DOI:10.5465/amj.2013.1063
15 Bledow R, Schmitt A, Frese M, et al. The affective shift model of work engagement[J]. Journal of Applied Psychology,2011, 96(6): 1246-1257. DOI:10.1037/a0024532
16 Bono J E, Glomb T M, Shen W, et al. Building positive resources: Effects of positive events and positive reflection on work stress and health[J]. Academy of Management Journal,2013, 56(6): 1601-1627. DOI:10.5465/amj.2011.0272
17 Butts M M, Becker W J, Boswell W R. Hot buttons and time sinks: The effects of electronic communication during nonwork time on emotions and work-nonwork conflict[J]. Academy of Management Journal,2015, 58(3): 763-788. DOI:10.5465/amj.2014.0170
18 Casper A, Tremmel S, Sonnentag S. The power of affect: A three-wave panel study on reciprocal relationships between work events and affect at work[J]. Journal of Occupational and Organizational Psychology,2019, 92(2): 436-460. DOI:10.1111/joop.12255
19 Chi N W, Chung Y Y, Tsai W C. How do happy leaders enhance team success? The mediating roles of transformational leadership, group affective tone, and team process[J]. Journal of Applied Social Psychology,2011, 41(6): 1421-1454. DOI:10.1111/j.1559-1816.2011.00767.x
20 Christian M S, Garza A S, Slaughter J E. Work engagement: A quantitative review and test of its relations with task and contextual performance[J]. Personnel Psychology,2011, 64(1): 89-136. DOI:10.1111/j.1744-6570.2010.01203.x
21 Colbert A E, Mount M K, Harter J K, et al. Interactive effects of personality and perceptions of the work situation on workplace deviance[J]. Journal of Applied Psychology,2004, 89(4): 599-609. DOI:10.1037/0021-9010.89.4.599
22 Dimotakis N, Scott B A, Koopman J. An experience sampling investigation of workplace interactions, affective states, and employee well-being[J]. Journal of Organizational Behavior,2011, 32(4): 572-588. DOI:10.1002/job.722
23 Gino F, Wiltermuth S S. Evil genius? How dishonesty can lead to greater creativity[J]. Psychological Science,2014, 25(4): 973-981. DOI:10.1177/0956797614520714
24 Johnson R E, Lanaj K, Barnes C M. The good and bad of being fair: Effects of procedural and interpersonal justice behaviors on regulatory resources[J]. Journal of Applied Psychology,2014, 99(4): 635-650. DOI:10.1037/a0035647
25 Johnson R E, Rosen C C, Djurdjevic E. Assessing the impact of common method variance on higher order multidimensional constructs[J]. Journal of Applied Psychology,2011, 96(4): 744-761. DOI:10.1037/a0021504
26 Ju D, Huang M P, Liu D, et al. Supervisory consequences of abusive supervision: An investigation of sense of power, managerial self-efficacy, and task-oriented leadership behavior[J]. Organizational Behavior and Human Decision Processes,2019a, 154: 80-95. DOI:10.1016/j.obhdp.2019.09.003
28 Judge T A, Scott B A, Ilies R. Hostility, job attitudes, and workplace deviance: Test of a multilevel model[J]. Journal of Applied Psychology,2006, 91(1): 126-138. DOI:10.1037/0021-9010.91.1.126
29 Kluemper D H, Taylor S G, Bowler W M, et al. How leaders perceive employee deviance: Blaming victims while excusing favorites[J]. Journal of Applied Psychology,2019, 104(7): 946-964. DOI:10.1037/apl0000387
30 Koopman J, Lanaj K, Scott B A. Integrating the bright and dark sides of OCB: A daily investigation of the benefits and costs of helping others[J]. Academy of Management Journal,2016, 59(2): 414-435. DOI:10.5465/amj.2014.0262
31 Lanaj K, Johnson R E, Barnes C M. Beginning the workday yet already depleted? Consequences of late-night smartphone use and sleep[J]. Organizational Behavior and Human Decision Processes,2014, 124(1): 11-23. DOI:10.1016/j.obhdp.2014.01.001
32 Lanaj K, Johnson R E, Lee S M. Benefits of transformational behaviors for leaders: A daily investigation of leader behaviors and need fulfillment[J]. Journal of Applied Psychology,2016, 101(2): 237-251. DOI:10.1037/apl0000052
33 Leung A S M, Wu L Z, Chen Y Y, et al. The impact of workplace ostracism in service organizations[J]. International Journal of Hospitality Management,2011, 30(4): 836-844. DOI:10.1016/j.ijhm.2011.01.004
34 Liao Z Y, Yam K C, Johnson R E, et al. Cleansing my abuse: A reparative response model of perpetrating abusive supervisor behavior[J]. Journal of Applied Psychology,2018, 103(9): 1039-1056. DOI:10.1037/apl0000319
35 Liu W, Song Z L, Li X, et al. Why and when leaders’ affective states influence employee upward voice[J]. Academy of Management Journal,2017, 60(1): 238-263. DOI:10.5465/amj.2013.1082
36 Mitchell M S, Baer M D, Ambrose M L, et al. Cheating under pressure: A self-protection model of workplace cheating behavior[J]. Journal of Applied Psychology,2018, 103(1): 54-73. DOI:10.1037/apl0000254
37 Mulder L B, Aquino K. The role of moral identity in the aftermath of dishonesty[J]. Organizational Behavior and Human Decision Processes,2013, 121(2): 219-230. DOI:10.1016/j.obhdp.2013.03.005
38 Podsakoff P M, MacKenzie S B, Podsakoff N P. Sources of method bias in social science research and recommendations on how to control it[J]. Annual Review of Psychology,2012, 63: 539-569. DOI:10.1146/annurev-psych-120710-100452
40 Qin X, Chen C, Yam K C, et al. The double-edged sword of leader humility: Investigating when and why leader humility promotes versus inhibits subordinate deviance[J]. Journal of Applied Psychology,2020, 105(7): 693-712. DOI:10.1037/apl0000456
41 Qin X, Huang M P, Johnson R E, et al. The short-lived benefits of abusive supervisory behavior for actors: An investigation of recovery and work engagement[J]. Academy of Management Journal,2018, 61(5): 1951-1975. DOI:10.5465/amj.2016.1325
42 Qin X, Ren R, Zhang Z X, et al. Fairness heuristics and substitutability effects: Inferring the fairness of outcomes, procedures, and interpersonal treatment when employees lack clear information[J]. Journal of Applied Psychology,2015, 100(3): 749-766. DOI:10.1037/a0038084
43 Rich B L, Lepine J A, Crawford E R. Job engagement: Antecedents and effects on job performance[J]. Academy of Management Journal,2010, 53(3): 617-635. DOI:10.5465/amj.2010.51468988
44 Scott B A, Barnes C M. A multilevel field investigation of emotional labor, affect, work withdrawal, and gender[J]. Academy of Management Journal,2011, 54(1): 116-136. DOI:10.5465/amj.2011.59215086
46 van Knippenberg D, van Kleef G A. Leadership and affect: Moving the hearts and minds of followers[J]. Academy of Management Annals,2016, 10(1): 799-840. DOI:10.5465/19416520.2016.1160515
47 Wu C H, Liu J, Kwan H K, et al. Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective[J]. Journal of Applied Psychology,2016, 101(3): 362-378. DOI:10.1037/apl0000063
48 Zheng X M, Qin X, Liu X, et al. Will creative employees always make trouble? Investigating the roles of moral identity and moral disengagement[J]. Journal of Business Ethics,2019, 157(3): 653-672. DOI:10.1007/s10551-017-3683-3
引用本文
孙利平, 陈晨, 陈煊煊, 等. 员工职场偏差行为对其自身的影响：基于情感事件理论的探讨[J]. 外国经济与管理, 2021, 43(6): 138-152.
导出参考文献，格式为：
下一篇：忙碌感研究评述：概念、机制与展望
