工商管理学院知识库

合作是企业增强竞争优势、创造合作价值剩余和获取成功的重要影响因素， 企业内部存在着诸多不利于员工间合作的因素，同事不文明行为便是其中之一， 但因其强度低，一直以来被企业管理者所忽视。仅有少数学者注意到了职场不文 明行为的频发性及其对组织的危害性，从不同的视角探究了职场不文明行为的影 响，但较少有学者按照不文明行为来源的不同对其进行细分研究，探究职场中最 具频发性的同事不文明行为对组织员工行为的影响。 本研究基于压力交互模型理论和社会交换理论，以人际信任和自尊威胁为中 介变量，敌意归因偏差为调节变量来探究同事不文明行为对员工合作行为的影响。 本研究将企业员工作为调研对象，采用问卷调查法来收集数据，借助数据分析软 件SPSS24.0 和AMOS24.0对回收到的445有效问卷数据进行分析处理，并对研 究假设进行验证。 研究结果表明：（1）同事不文明行为对员工合作行为具有负向影响。（2） 人际信任在同事不文明行为和员工合作行为之间具有中介作用。（3）自尊威胁 在同事不文明行为和员工合作行为之间具有中介作用。（4）敌意归因偏差在同 事不文明行为和人际信任之间起调节作用，敌意归因偏差越高，同事不文明行为 和人际信任二者之间的负向关系越强。（5）敌意归因偏差在同事不文明行为和 自尊威胁之间起调节作用，敌意归因偏差越高，同事不文明行为和自尊威胁二者 之间的正向关系越强。 基于实证分析结果，本研究从重视并干预同事不文明行为、营造相互尊重和 积极互助的组织文化氛围、提供疏解消极情绪的渠道、引导员工正视并积极应对 同事不文明行为、严把人员招聘甄选质量关等方面提出相应对策建议，为企业管 理者提供参考借鉴，帮助企业减少同事不文明行为的潜在危害，削减影响员工间 合作的不利因素。

Cooperation is an important influencing factor for enterprises to enhance their competitive advantages, create cooperative value surplus and gain success. There are many factors that are not conducive to cooperation among employees within an enterprise, and uncivilized behavior of colleagues is one of them, but because of its low intensity, it has always been ignored by enterprise managers. Only a few scholars have noticed the frequency of workplace incivility and its harmfulness to organizations, and have explored the impact of workplace incivility from different perspectives, but fewer scholars have conducted subdivided studies according to the different sources of incivility and explored the impact of the most frequent coworker incivility in the workplace on the behavior of the organization's employees. Based on the pressure interaction model theory and social exchange theory, this study explores the impact of colleagues' uncivil behaviors on employees' cooperative behaviors with interpersonal trust and self-esteem threat as mediating variables and hostility attribution bias as moderating variables. This study takes corporate employees as the research object, adopts questionnaire survey method to collect data, analyzes and processes the recovered 445 valid questionnaire data with the help of data analysis software SPSS 24.0 and AMOS 24.0, and verifies the research hypotheses.

The results of the study show that (1) colleagues' uncivilized behavior has a negative effect on employees' cooperative behavior. (2) Interpersonal trust has a mediating role between coworkers' uncivil behavior and employees' cooperative behavior. (3) Self-esteem threat has a mediating role between coworkers' uncivil behavior and employees' cooperative behavior. (4) Hostile attribution bias plays a moderating role between coworkers' uncivil behavior and interpersonal trust. The higher the hostile attribution bias, the stronger the negative relationship between coworkers' uncivil behavior and interpersonal trust. (5) Hostile attribution bias plays a moderating role between coworkers' uncivil behavior and self-esteem threat, the higher the hostile attribution bias, the stronger the positive relationship between coworkers' uncivil behavior and self-esteem threat. Based on the results of the empirical analysis, this study proposes countermeasures in terms of paying attention to and intervening in colleagues' uncivilized behaviors, creating an organizational culture of mutual respect and positive mutual assistance, providing channels to relieve negative emotions, guiding employees to face and positively cope with colleagues' uncivilized behaviors, and strictly monitoring the quality of recruitment and selection of personnel, so as to provide reference for enterprise managers and help enterprises reduce the potential harms of colleagues' uncivilized behaviors. This will help companies to reduce thepotential harm of uncivilized behavior of colleagues and cut down the unfavorable factors affecting the cooperation among employees.