从抑制性建言到破坏性建言：基于职场排斥视角的研究

doi:10.19988/j.cnki.issn.2095-1159.2026.02.005

心理研究

2026, Vol. 19

Issue (2): 138-146 DOI: 10.19988/j.cnki.issn.2095-1159.2026.02.005

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从抑制性建言到破坏性建言：基于职场排斥视角的研究

张柏楠^1,2, 徐世勇²

1 中共青岛市委党校管理学教研部,青岛 266071;
2 中国人民大学劳动人事学院,北京 100872

From prohibitive voice to destructive voice：A study from the view of workplace ostracism

ZHANG Bainan^1,2, XU Shiyong²

1 Management Teaching and Research Department, Qingdao Party School of CPC, Qingdao 266071;
2 School of Labor and Human Resource, Renmin University of China, Beijing 100872

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摘要基于职场排斥前因理论模型和职场排斥需求-威胁/需求-防御理论框架,探讨了企业员工抑制性建言、感知的职场排斥以及破坏性建言之间的关系及其相应的边界条件。基于566份在3个时间点搜集的下属和上级配对数据,研究发现：（1）抑制性建言正向预测员工感知的职场排斥;职场排斥正向预测破坏性建言。（2）在两种关于职场排斥理论框架的共同作用下,职场排斥在抑制性建言与破坏性建言之间发挥中介作用。（3）负面情绪调节了抑制性建言与职场排斥之间的关系,并进一步调节了抑制性建言通过职场排斥对破坏性建言的影响。本研究丰富了关于抑制性建言负面后续效应的理论视角,对企业如何有效保护和鼓励敢于建言的员工具有管理启示。

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	张柏楠
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关键词 ：抑制性建言, 负面情绪, 职场排斥, 破坏性建言

通讯作者: 徐世勇,男,教授,博士生导师,Email：xusy@ruc.edu.cn

引用本文:

张柏楠, 徐世勇. 从抑制性建言到破坏性建言：基于职场排斥视角的研究[J]. 心理研究, 2026, 19(2): 138-146.
ZHANG Bainan, XU Shiyong. From prohibitive voice to destructive voice：A study from the view of workplace ostracism. Psychological Research, 2026, 19(2): 138-146.

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http://xlyj.magtech.com.cn/CN/10.19988/j.cnki.issn.2095-1159.2026.02.005 或 http://xlyj.magtech.com.cn/CN/Y2026/V19/I2/138

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