The indirect relations of workplace incivility with emotional exhaustion and supportive behaviors via self‐blame: The moderating roles of observed incivility and trait emotional control
研究基于社会认知自我调节理论，发现员工在经历职场不文明行为时，若认为自己是唯一目标（他人未经历类似行为），会引发自我责备，进而导致情绪耗竭并减少对同事的支持行为；但高特质情绪控制能缓解这种负面效应，甚至促使自我责备转化为支持行为。
Summary Drawing from the social cognitive theory of self‐regulation, we develop a model linking experienced incivility to emotional exhaustion and supportive behaviors via self‐blame, with observed incivility experienced by coworkers as a first‐stage moderator and trait emotional control as a second‐stage moderator. We contend that employees will experience self‐blame if they perceive themselves to be distinct targets of incivility (i.e., observed incivility experienced by others is low). Self‐blame can potentially trigger prosocial responses for improving the situation, but self‐blaming targets rarely respond in a prosocial manner because rational attempts to do so are thwarted by deleterious negative emotions accompanying self‐blame. We argue that trait emotional control provides resources for managing these negative emotions to unleash a bright side of self‐blame, such that the relation of self‐blame with prosocial responses (i.e., being supportive to coworkers) will be more positive and the relation of self‐blame with emotional exhaustion will be less positive for individuals with high (vs. low) trait emotional control. Multiwave data collected from a sample of 220 police officers largely support our hypotheses, indicating that the indirect relation of experienced incivility with supportive behaviors via self‐blame is strongest at lower levels of observed incivility and higher levels of emotional control.