领导者如何回应下属的回避式工作重塑？——情感性上下级关系图式的调节作用
How Do Leaders Respond to Subordinates’ Avoidance-Oriented Job Crafting?—The Moderating Role of Leader-Member Affective Relational Schema
摘要: 在数字经济加剧组织不确定性的背景下，员工通过回避型工作重塑主动调整工作边界的行为日益普遍，然而领导将如何解读此类行为却仍未得到完整回答。基于社会信息加工理论，本研究从领导的第三方视角出发，探讨了不同水平情感性上下级关系图式的领导在面对下属的回避型工作重塑时将如何归因和行为反应。研究通过245组主管–下属配对的三阶段追踪调查发现，领导感知下属回避型工作重塑对领导关怀具有正向影响。同时，领导关怀中介的下属回避型工作重塑感知对员工工作表现的间接影响受到领导所持情感性上下级关系图式的调节，持有高情感性上下级关系图式的领导在感知下属回避型工作重塑时，将分别加强对员工反生产行为的消极间接效应以及对员工任务绩效和组织公民行为的积极间接效应。本研究深化理解领导作为员工回避型工作重塑感知的第三方对其工作表现的影响，为优化管理实践提供依据。
Abstract: In the digital economy, organizational uncertainty is increasing. In this context, employees more frequently use avoidance-oriented job crafting to adjust their work boundaries. However, we still do not fully know how leaders interpret this behavior. Drawing on social information processing theory, this study examines leaders’ reactions from a third-party perspective. It investigates how leaders with different levels of leader-member affective relationship schemas attribute motives and respond when they see subordinates engaging in avoidance-oriented job crafting. We collected data from 245 supervisor-subordinate dyads in a three-wave survey. Results show that when leaders perceive subordinates’ avoidance-oriented job crafting, it increases their caring behavior. This leader’s caring, in turn, influences employee performance. Furthermore, the leader’s affective relational schema moderates these indirect effects. Leaders with a high-level schema show stronger reactions. For them, perceiving avoidance-oriented job crafting leads to a stronger negative link to counterproductive work behavior. It also leads to stronger positive links to task performance and organizational citizenship behavior. This study explains how leaders, as third-party perceivers of employee behavior, influence performance. It also provides insights for improving management practices.
文章引用：林翊芳, 沈伊默 (2026). 领导者如何回应下属的回避式工作重塑？——情感性上下级关系图式的调节作用. 心理学进展, 16(1), 395-406. https://doi.org/10.12677/ap.2026.161046

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