Social Undermining and Interpersonal Rumination among Employees: The Mediating Role of Being the Subject of Envy and the Moderating Role of Social Support

被引:7
|
作者
Song, Ying [1 ,2 ,3 ]
Zhao, Zhenzhi [1 ]
机构
[1] China Univ Petr East China, Sch Econ & Management, Qingdao 266580, Peoples R China
[2] Qingdao Univ Technol, Business Sch, Qingdao 266520, Peoples R China
[3] Nanyang Technol Univ, Nanyang Business Sch, Singapore 639798, Singapore
关键词
rumination; interpersonal rumination; supervisor social undermining; co-worker social undermining; subject of envy; workplace social support; psychological well-being; PERCEIVED ORGANIZATIONAL SUPPORT; REPETITIVE NEGATIVE THINKING; ABUSIVE SUPERVISION; MODEL; WORK; WORKPLACE; ASSOCIATION; ADOLESCENTS; COGNITION; TEACHERS;
D O I
10.3390/ijerph19148419
中图分类号
X [环境科学、安全科学];
学科分类号
08 ; 0830 ;
摘要
Rumination is a common problem and is associated with reduced psychological well-being. However, little is known about how rumination in the workplace is affected by interpersonal relationships. We propose that negative workplace behavior could serve as a potential influencing factor for rumination. Therefore, the current study constructed a multilevel moderated mediation model to investigate the relationship between workplace unit social undermining and interpersonal rumination. We also examined whether unit social support moderated that relationship and whether being the subject of envy mediated that relationship. Survey data were collected from 630 employees in China. The results indicate that: (1) a high level of unit social undermining by either a supervisor or co-workers has a significant positive influence on interpersonal rumination; (2) being the subject of envy exerts a mediating effect between unit supervisor social undermining and interpersonal rumination, as well as between unit co-worker social undermining and interpersonal rumination; and (3) unit social support moderates the associations between unit supervisor/co-worker social undermining and interpersonal rumination. These findings extend the research on rumination to the field of management and interpersonal relationships and emphasize the potential mechanisms of rumination, providing significant guidance for reducing staff rumination and improving psychological well-being.
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页数:20
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