英语原文共 10 页，剩余内容已隐藏，支付完成后下载完整资料
Family Incivility and Job Performance: A Moderated Mediation Model of
Psychological Distress and Core Self-Evaluation
家庭无礼行为和工作绩效：
一个缓解心理困难和核心自我评估的调解模式
This study extends the stress literature by exploring the relationship between family incivility and job performance. We examine whether psychological distress mediates the link between family incivility and job performance. We also investigate how core self-evaluation might moderate this mediated relation-ship. Data from a 2-wave study indicate that psychological distress mediates the relationship between family incivility and job performance. In addition, core self-evaluation moderates the relationship between family incivility and psychological distress but not the relationship between psychological distress and job performance. The results hold while controlling for general job stress, family-to-work conflict, and work-to-family conflict. The findings suggest that family incivility is linked to poor performance at work, and psychological distress and core self-evaluation are key mechanisms in the relationship.
这项研究延伸了压力文学，探索家庭无礼行为和工作表现之间的关系。我们调查了心理困难是否会调解家庭无礼行为和工作表现之间的联系。我们还研究了核心自我评估如何适应这种调解的关系。一项双向研究的数据表明，心理困难会加强家庭无礼行为和工作表现之间的关系。此外,核心自我评估可调解家庭无礼行为和心理困难，但不能调解心理困难和工作表现之间的关系。结果在于控制一般工作压力、家庭对于工作冲突以及工作对于家庭冲突。这项研究表明，家庭无礼行为与不良的工作绩效有关，心理上的困难和核心自我评估是这段关系中的关键机制。
Keywords: core self-evaluation, incivility, performance, psychological well-being, work–family conflict
关键词：核心自我评估 无礼行为 表现 心理幸福 工作家庭冲突
In recent years, there has been a steady increase in research that examines work–family conflict and its effects on personal and work outcomes (e.g., T. D. Allen, Herst, Bruck, amp; Sutton, 2000;Ford, Heinen, amp; Langkamer, 2007; Michel, Mitchelson, Kotrba,LeBreton, amp; Baltes, 2009). However, less attention has been paid to the relationships between family constructs and work. In particular, although previous research suggests that stressors in the family domain can have a negative effect on satisfaction with work life (Ford et al., 2007), few studies have focused on the influence of family stressors on job performance outcomes(Crouter, 1984).
近年来，研究表明，工作家庭冲突以及其对个人和工作结果的影响在持续增加。(e.g., T. D. Allen, Herst, Bruck, amp; Sutton, 2000;Ford, Heinen, amp; Langkamer, 2007; Michel, Mitchelson, Kotrba,LeBreton, amp; Baltes, 2009)。然而，人们对家庭建设和工作之间关系的关注越来越少了。尽管之前的研究表明，家庭领域的压力可能会对工作生活的满意度产生负面影响(Ford et al., 2007)，很少有研究专注于家庭压力对工作绩效的影响(Crouter, 1984)。
In the current study, we aim to contribute to the literature in three ways. First, we extend past stress research by examining a new construct—family incivility—a subtle but chronic form of interpersonal stressor originating from the family context. Second,we investigate how such family stressors link to work outcomes by examining the relationship between family incivility and employee job performance. We argue that employees who experience family incivility are likely to experience psychological distress, which in turn hampers their ability to perform effectively at work. Third, we add to the stress and coping literature by examining factors that might reduce the negative outcomes of family incivility. Specifically, we examine core self-evaluation (Judge, Erez, Bono, amp;Thoresen, 2003) as a potential moderator of the relationships between family incivility, psychological distress, and job performance.
在目前的研究中，我们打算在三种方面对论文做出贡献。首先我们延续过去的压力研究，通过审查家庭无礼行为这样一个新的构成——一个来源于家庭背景微妙但缓慢的人际关系紧张形式。第二，我们通过研究家庭无礼行为与员工工作绩效之间的关系来探讨家庭压力和工作付出的关系。我们认为有家庭无礼行为的员工很有可能经历了心理上的悲痛，反过来妨碍了他们在工作中的有效执行力。第三，我们增加了压力和应对文学内容，通过研究可能减少家庭无礼行为造成的负面结果的因素。具体来说，我们研究的核心自我评价，作为家庭无礼行为、心理困难以及工作绩效关系中的一个潜在的减速剂。
Building on theories of stress and coping (DeLongis, Folkman,amp; Lazarus, 1988; Lazarus amp; Folkman, 1984), we thus propose a moderated mediation model (Edwards amp; Lambert, 2007; Preacher,Rucker, amp; Hayes, 2007), which jointly examines psychological distress as the mediating mechanism, and employeesrsquo; core selfevaluation as the moderator of the relationships between family incivility, psychological distress, and job performance (see Figure1). Before discussing our hypotheses, we first introduce the concept of family incivility by defining it and distinguishing it conceptually from related constructs.
基于压力和应对的理论(DeLongis, Folkman,amp; Lazarus, 1988; Lazarus amp; Folkman, 1984)，因此我们提出一个缓和的调解模式(Edwards amp; Lambert, 2007; Preacher,Rucker, amp; Hayes, 2007)，共同探讨心理困难的调节机制，与员工的核心自我评价——作为家庭无礼行为、心理困难与工作绩效之间关系的减速剂。在讨论假设之前，我们首先介绍了家庭无礼行为的定义概念和它同相关结构的区别。
Family Incivility
家庭无礼行为
The Oxford English Dictionary defines incivility as ill-bred,uncivil, or discourteous behavior toward others (Incivility, n.d.).Applied to family settings and in keeping with the definitions of workplace incivility (Andersson amp; Pearson, 1999), we define family incivility as low-intensity deviant behaviors with ambiguous intent that violate the norms of mutual respect in the family. We discuss key aspects of this definition below.
牛津英语词典将无礼行为定义为对他人的不文明的、粗鲁的行为。适用于家庭环境下，与工作场合无礼行为的定义一致。我们把家庭的无礼行为定义为低强度的异常行为，以模糊的意图，违反了家庭的互相尊重的规范。我们将讨论定义的关键方面。
First, uncivil behaviors in the family are generally less intense than family abuse or aggression (Pearson, Andersson, amp; Wegner,2001), which typically involve misuse of power, occur intensely over an extended period, and often involve physical violence (Finkelhor, Gelles, Hotaling, amp; Straus, 1983; Lachs amp; Pillemer,1995). In contrast, rather than involving physical injury, family incivility is more subtle, typically including rude and disrespectful behaviors, such as sarcasm and ignoring one another, and can be initiated by any family member, including members of equal or lower power such as siblings or teenagers.
首先，家庭无礼行为通常没有家庭虐待或侵略行为那么强烈(Pearson, Andersson, amp; Wegner,2001)，这通常涉及到滥用权力，长期发生且经常涉及身体暴力(Finkelhor, Gelles, Hotaling, amp; Straus, 1983; Lachs amp; Pillemer,1995)。相比之下，家庭无力行为更加隐蔽，通常包括粗鲁和不尊重的行为，而不是涉及身体
全文共25831字，剩余内容已隐藏，支付完成后下载完整资料
资料编号：[144354]，资料为PDF文档或Word文档，PDF文档可免费转换为Word
以上是毕业论文外文翻译，课题毕业论文、任务书、文献综述、开题报告、程序设计、图纸设计等资料可联系客服协助查找。
