The Beauty of Each as well as the Diversity of All:Impacts of Diverse Inclusive Human Resource Practice on Employees'Approach-Avoidance Emotion
If social members could play their full beauty,appreciate beauty of others,and integrate their beauty with others into the whole beauty,the society would be in great harmony.However,in reality,it is easy to share their own beauty,but it is difficulty to appreciate and integrate with others beauty.Therefore,it seriously restricts the healthy development of society and organization.What is the consequence,reason,countermeasure and restrain of being enable to appreciate and integrate with others beauty,all which have increasingly become an urgent problem to be solved by the academia and the industry.Based on this,the purpose of this study is to explore the internal mechanism and boundary conditions of the influence of diverse inclusive human resource practice(DIHRP)on employees'approach-avoidance emotion through workplace interpersonal capitalization based on affective event theory.Based on 413 paired samples of employees and their colleagues,this paper finds the follow conclusions:Firstly,DIHRP has a significant negative impact on malicious envy and a significant positive impact on positive empathy.Secondly,workplace interpersonal capitalization mediates the impact of DIHRP on malicious envy and positive empathy.Thirdly,multi-dimensional composition moderates the positive impact of DIHRP on workplace interpersonal capitalization,and the higher the degree of multi-dimensional composition,the more significant the impact of DIHRP on workplace interpersonal capitalization.Finally,task dependence not only moderates the effect of workplace interpersonal capitalization on malicious envy and positive empathy,but also further moderates the indirect effect of DIHRP on malicious envy and positive empathy through workplace interpersonal capitalization.That is to say,the higher the degree of task dependence become,and the stronger the effect of workplace interpersonal capitalization is on malicious envy and positive empathy,meanwhile,the stronger the indirect effect of DIHRP is on malicious envy and positive empathy through workplace interpersonal capitalization.The research not only enriches the theoretical research of DIHRP,but also provides theoretical basis and decision-making reference for the practice of inclusive management.
Diverse Inclusive Human Resource Practice(DIHRP)interpersonal capitalizationapproach-avoidance emotionmalicious envypositive empathy
NETL
NSTL
万方数据
