职场中的领导冒犯屡见不鲜，员工也都或多或少地遭受过来自领导的辱虐、排斥、 语言暴力、工作破坏等不当对待。这些不当行为会引发员工出现针对组织和个人的报 复性行为，是危害极大的行为，值得引起领导者的高度重视。中国员工援助计划贯彻 落实党的十九大精神，共建和谐幸福大家庭。这表明以积极的方式处理冲突尤为重要。 本文旨在揭示不同员工应对领导冒犯的反应。 首先，根据现有文献，重新界定领导冒犯情境，从应对方向“趋近-规避”与应 对效应“积极-消极”的交叉维度出发，识别出领导冒犯情境之下员工的积极-趋近、 消极-趋近、积极-规避和消极-规避四大类趋避行为，并且描绘15年来员工应对领导 冒犯应对研究的演进脉络。 其次，采用扎根理论的研究方法，逐级归纳提炼构念，构建员工应对领导冒犯的 路径模型。编码领导冒犯影响员工趋避行为的中介变量，其中情绪包括隐含情绪、复 合情绪和特定情绪三个核心范畴，认知包括自我认知、工作认知和环境认知三个核心 范畴，并最终提出命题。 最后，选取WFHS在ICPSR上公开的经过筛选的Leef数据库中1500名员工为 研究样本。通过统计分析，发现领导冒犯对员工的自我感知、工作感知和环境感知有 负向影响，而自我感知、工作感知对员工的积极-趋近行为有正向影响。自我感知、工 作感知和环境感知正向影响员工的消极-规避行为。控制情绪的条件下，自我感知、工 作感知和环境感知在领导冒犯的积极-趋近行为与消极回避行为之间起中介作用。但 是，控制情绪的条件下，环境感知在领导冒犯对员工的消极-规避行为之间起中介作用 未得到支持。 关键词：领导冒犯；趋近行为；规避行为；控制情绪；认知中介作用 III Abstract Workplaceoffensesarecommon,andemployeeshavesufferedmoreorlessabusive, ostracism,verbalviolence,andworkplacesabotage.Theseimproperbehaviorswillleadto theemployees'retaliatorybehaviorsagainsttheorganizationandindividuals,whichare extremelyharmfulanddeservethehighattentionoftheleaders.TheChineseemployee assistanceplanimplementsthe19thpartyspiritandbuildsaharmoniousandhappyfamily. Thissuggeststhatitisalreadyparticularlyimportanttodealwithconflictinapositiveway. Thisarticleaimstorevealthereactionsofdifferentemployeestotheoffenseoftheir leaders. Firstofall,accordingtotheexistingliterature,redefineleadershipoffensivesituation, fromthedirectionofdealingwith"approach-toavoid"andresponsetotheeffectof positiveandnegativecrossdimension,identifyoffendsituationunderstaffactively- reaching,negative-reaching,positive-avoidflightfrombehaviorandnegative-toavoid fourcategories,andpaintedinthepast15yearsoftheevolutionofthestudyofemployee responseledtooffend. Secondly,itadoptsthegroundedtheoryresearchmethodtosummarizeandextractthe constructsstepbystep,andbuildsthepathmodeloftheemployeetodealwiththeoffense oftheleader.Themediatingvariableofcodingleader'soffenseinfluencingemployees' avoidingbehaviorincludesimplicitemotion,compoundemotionandspecificemotion,and cognitionincludesself-cognition,workcognitionandenvironmentcognition.And,we proposeproposition3-1a,3-1b,3-2a,3-2b,3-3a,and3-3b. Finally,weselected1,500employeesasthestudysamples,whichcanbefoundinthe LeefdatabasedisclosedbyWFHSonICPSR.Throughstatisticalanalysis,thestudyfound thatleadershipoffensenegativelyaffectedemployees'self-perception,workperceptionand environmentperception,andself-perceptionandworkperceptionpositivelyaffected employees'positive-approachbehavior.Self-perception,workperceptionand environmentalperceptionpositivelyaffectemployees'negative-avoidancebehavior. Undertheconditionofemotionalcontrol,self-perception,workperceptionand environmentalperceptionplayanintermediaryrolebetweenthepositiveandclose behaviorsoftheleaderandthenegativeandevasivebehaviorsoftheleader.However, undertheconditionofemotionalcontrol,environmentalperceptionwasnotsupportedasan intermediarybetweenthenegativeandevasivebehavioroftheleader'soffensetothe employee. Keywords:Leaderoffense;Approachbehavior;Avoidancebehavior;Controllingemotions; Cognitivemediationeffect V 目录 摘要.........................................................................................................................................I Abstract...............................................................................................................................III 目录................................................................................................................................V 插图和附表清单.................................................................................................................VII 注释表..................................................................................................................................IX 第一章绪论......................................................................................................................-1- 1.1研究背景............................................................................................................................................-1- 1.2研究意义............................................................................................................................................-1- 1.3研究内容............................................................................................................................................-2- 1.4研究方法............................................................................................................................................-3- 1.4.1扎根理论.................................................................................................................................-3- 1.4.2问卷调查法.............................................................................................................................-3- 1.4.3统计分析法.............................................................................................................................-3- 1.5技术路线............................................................................................................................................-3- 第二章相关概念及研究现状..........................................................................................-5- 2.1领导冒犯情境....................................................................................................................................-5- 2.2趋避行为识别....................................................................................................................................-5- 2.2.1积极-趋近行为.......................................................................................................................-5- 2.2.2消极-趋近行为.......................................................................................................................-6- 2.2.3积极-规避行为.......................................................................................................................-7- 2.2.4消极-规避行为.......................................................................................................................-7- 2.3国内外研究现状................................................................................................................................-8- 2.3.1第一阶段.................................................................................................................................-9- 2.3.2第二阶段.................................................................................................................................-9- 2.3.3第三阶段...............................................................................................................................-11- 2.4本章小结..........................................................................................................................................-11- 第三章员工趋避机制的理论构建................................................................................-13- 3.1研究思路..........................................................................................................................................-13- 3.2数据收集..........................................................................................................................................-14- 3.2.1理论性抽样.........................................................................................