• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Journal of Applied Psychology >Bottom-Line Mentality as an Antecedent of Social Undermining and the Moderating Roles of Core Self-Evaluations and Conscientiousness
【24h】

Bottom-Line Mentality as an Antecedent of Social Undermining and the Moderating Roles of Core Self-Evaluations and Conscientiousness

机译：作为社会破坏的先决条件的底线心态以及核心自我评估和尽责的调节作用

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

We propose that an employee's bottom-line mentality may have an important effect on social undermining behavior in organizations. Bottom-line mentality is defined as 1-dimensional thinking that revolves around securing bottom-line outcomes to the neglect of competing priorities. Across a series of studies, we establish an initial nomological network for bottom-line mentality. We also develop and evaluate a 4-item measure of bottom-line mentality. In terms of our theoretical model, we draw on social-cognitive theory (Bandura, 1977, 1986) to propose that supervisor bottom-line mentality is positively related to employee bottom-line mentality (Hypothesis 1). On the basis of conceptual arguments pertaining to bottom-line mentality (Callahan, 2004; Wolfe, 1988), we hypothesize that employee bottom-line mentality is positively related to social undermining (Hypothesis 2). We further predict a moderated-mediation model whereby the indirect effect of supervisor bottom-line mentality on social undermining, through employee bottom-line mentality, is moderated by employee core self-evaluations and conscientiousness (Hypothesis 3). We collected multisource field data to test our theoretical model (i.e., focal-supervisor-coworker triads; N = 113). Results from moderated-mediation analyses provide general support for our hypotheses. Theoretical and practical implications of bottom-line mentality and social undermining are discussed, and areas for future research are identified.
机译：我们建议，员工的底线心态可能会对组织中的社会破坏行为产生重要影响。底线思想被定义为一维思维，围绕确保底线结果而忽略竞争重点。在一系列研究中，我们建立了底线心态的初始法理网络。我们还开发和评估4种底线心态的量度。根据我们的理论模型，我们借鉴社会认知理论（Bandura，1977，1986）提出，主管的底线心态与员工的底线心态正相关（假设1）。基于与底线心理有关的概念性论证（Callahan，2004; Wolfe，1988），我们假设员工的底线心理与社会破坏正相关（假设2）。我们进一步预测了一个调解中介模型，该模型通过员工的核心自我评价和责任感来缓和主管底线心理通过员工底线心理对社会破坏的间接影响（假设3）。我们收集了多源现场数据以测试我们的理论模型（即，焦点主管/同事三合会; N = 113）。适度调解分析的结果为我们的假设提供了一般支持。讨论了底线心理和社会破坏的理论和实践意义，并确定了未来研究的领域。

著录项

相似文献

  • 外文文献
  • 中文文献
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号