可塑的智力成长型心态重要吗? 探讨职场排斥如何以及何时影响公共行政人员的工作绩效

本研究基于资源保存理论,探讨职场排斥对公共行政人员工作绩效的影响机制,重点关注反刍思维的中介作用和智力成长型心态的调节效应。通过对中国大湾区329名公共行政人员的调查发现:(1)职场排斥通过反刍思维显著负向预测员工工作绩效,其中反刍思维在二者间起完全中介作用;(2)智力成长型心态可缓冲职场排斥对反刍思维的负面影响,进一步减弱对工作绩效的负向预测;(3)与非公共行政人员相比,公共行政人员在遭遇职场排斥时表现出更多的反刍思维,而具备高水平智力成长型心态的公共行政人员能够显著降低其反刍思维。最后,本研究讨论了这些发现的理论贡献和实践意义,并指出未来研究需要改进的方向。

This study explores the mechanisms and boundary conditions of workplace ostracism on public administrators' job performance through Conservation of Resources(COR) theory, focusing on the mediating role of ramination and the moderating effects of growth mindset of intelligence(GMI).The results of data from 329 public administrators in China's Greater Bay Area revealed that:(1) workplace ostracism negatively impacts job performance indirectly via rumination, which fully mediates this relationship;(2) GMI significantly weakens the association between ostracism and rumination, and attenuates the indirect effect of ostracism on performance;(3) public administrators experience higher rumination levels than non-public administrators during ostracism, though those with strong GMI exhibit lower rumination. Finally, this study discusses the theoretical contributions and practical implications of these findings and points out directions for future research improvements.