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论文作者签名：
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日期 2022.5.30
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本声明的法律责任由本人承担。
论文作者签名：
日期： 2022.5.30
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摘要
近年来，职场负面新闻层出不穷，职场暴力行为成了整个社会关注的热点。
与看得见的职场“热”暴力行为相比，职场“冷”暴力总能消匿在大众的视野中。
职场排斥作为一种典型的职场 "冷 "暴力，带来的影响不容小觑。组织公民行为
是一种组织规章制度外但有利于组织的行为，能够对工作绩效起到积极作用。目
前，关于职场排斥对组织公民行为的影响研究并没有一致性的结论，有研究表明
两者之间存在显著的负向作用，也有研究表明两者之间存在正向作用，还有研究
表明两者之间不存在显著关系。本文认为，职场排斥对组织公民行为的影响并不
是单一的好或坏，而是存在一种“双刃剑”的影响。故本文以情感事件理论、资
源保存理论和社会认同理论为指导，选取互联网企业员工作为研究对象，建立了
以表层扮演为促进机制和以深层扮演为抑制机制的双重中介模型，从正反两面性
视角探究职场排斥对组织公民行为的影响，并对情绪智力在其中的调节效应进行
了研究。
通过对361位互联网企业员工的调查，实证结果表明：①职场排斥对组织公
民行为具有负向影响作用。②职场排斥对表层扮演、深层扮演均有显著的正向影
响。③表层扮演对组织公民行为具有显著的负向影响。④深层扮演对组织公民行
为具有显著的正向影响。⑤表层扮演在“职场排斥-表层扮演-组织公民行为”这
一路径中存在消极中介作用；深层扮演在“职场排斥 -深层扮演-组织公民行为”
这一路径中存在积极中介作用；并且表层扮演的负向中介作用大于深层扮演的正
向中介作用；⑥情绪智力在“职场排斥—表层扮演”这一路径中不存在调节作用；
情绪智力在“职场排斥—深层扮演”这一路径中具有正向调节作用，具体而言，
与低情绪智力的个体相比，职场排斥对高情绪智力员工的深层扮演影响越强。
本文从正反两面性视角研究职场排斥与组织公民行为的相关性，为理解职场
排斥的“双刃剑”影响提供了新的思路，其研究结论对于个体如何正确看待职场
排斥行为和企业如何为员工创造良好的工作环境提供了重要的理论启示。
关键词：职场排斥，表层扮演，深层扮演，组织公民行为，情绪智力
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Abstract
In recent years, workplace violence has become a hot topic of concern for society
as a whole, with a lot of negative workplace news. Compared with the visible workplace
"hot" violence, the workplace "cold" violence can always be hidden in the public's view.
Workplace exclusion as a typical workplace "cold" violence, the impact should not be
underestimated. Organizational citizenship behavior is a kind of behavior outside of
organizational rules and regulations but beneficial to the organization, and can play a
positive role in promoting work performance. At present, there is no consistent
conclusion on the study of the impact of workplace exclusion on organizational
citizenship behavior, with some studies showing a significant negative effect between
the two, some studies showing a positive effect between the two, and some studies
showing that there is no significant relationship between the two. This paper argues that
the impact of workplace rejection on organizational citizenship behavior is not a single
good or bad effect, but a "double-edged sword" effect. Therefore, this paper takes the
emotional event theory, resource conservation theory and social identity theory as the
guidance, selects the employees of Internet enterprises as the research object, and
establishes a dual mediation model with superficial play as the facilitating mechanism
and deep play as the inhibiting mechanism to investigate the influence of workplace
rejection on organizational citizenship behavior from both positive and negative
perspectives, and investigates the moderating effect of emotional intelligence in it.
Through a survey of 361 employees of connected companies, the empirical results
show that:①workplace rejection has a negative effect on organizational citizenship
behavior.②Workplace rejection has a significant positive effect on surface-level play
and deep-level play.③There is a significant negative effect of surface-level role on
organizational citizenship behavior.④Deep role has a significant positive effect on
organizational citizenship behavior.⑤The negative mediating effect of superficial role
in the path of "workplace rejection-superficial role-organizational citizenship behavior";
the positive mediating effect of deep role in the path of "workplace rejection-deep role-
organizational citizenship behavior"; and the negative mediating effect of superficial
role is greater than that of deep role.⑥ Emotional intelligence does not have a
moderating role in the "workplace rejection-surface role" path; emotional intelligence
has a positivemediating role in the "workplace rejection-deep role" path. "Specifically,
III
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