组织中地位的负面效应及其机制

地位是指个体受到他人尊重和敬仰的程度,通常被认为是一种无形资产,能够为个体、他人和组织带来诸多益处。但近年来,这种视地位为"绝对优势"的观念开始遭受质疑,新近研究也表明地位可能会引发潜在的负面效应。系统探索地位的负面效应及其作用机制不仅有助于全面揭示地位在组织管理情境下的影响,也可以为管理实践防范地位的负面效应提供丰富的理论依据。有鉴于此,本研究基于资源保存理论与有限自制力理论阐述了地位在个体内的负面效应,如绩效降低与心理损耗;结合道德许可理论、印象管理理论与地位动量效应阐述了地位在人际间的负面效应,如引发偏差行为、印象操纵与人际冲突。未来研究应进一步探索地位负面效应的内在机制和边界条件,从动态视角和双路径视角开展地位负面效应的研究。

The Negative Consequences of Status and Its Underlying Mechanisms in Organizational Context

Status,which refers to the degree to which an individual is respected and admired by others,is often considered as an intangible asset that can bring benefits to individuals,colleagues and organizations.However,in recent years,the view of status as an"absolute truth"has been under question.Meanwhile,a series of recent studies indicate that status holds a potential to produce various negative effects.As such,a systematic exploration of the negative effects of status and its mechanism is not only conducive to revealing the impact of the status in the organizational context,but also contributory to enriching the theoretical basis for preventing the negative effects of status.This paper aims to illustrate the intra-individual negative effects of status on individuals such as reducing performance and increasing ego-depletion by drawing upon the conservation of resources theory and the theory of limited self-control resource.Besides,the interpersonal negative effects of status such as evoking deviance,impression manipulations,and interpersonal conflicts are demonstrated by drawing upon the moral licensing theory,impression management theory,and status momentum effect.Future research should explore the underlying mechanisms and boundary conditions of negative effects caused by status,and re-examine the negative effects of status from dynamic and dual-path perspectives.