通过对290名在职员工的问卷调查和数据分析, 基于资源保存理论, 从员工的认知和情感两条路径, 探究了网络积极反馈通过社会自尊和心理幸福感对员工的人际公民行为的影响, 同时探究了情绪智力对两条路径的调节效应.研究结果表明, 网络积极反馈对个体的人际公民行为有显著的促进作用; 员工的社会自尊和心理幸福感在网络积极反馈与人际公民行为之间起部分中介作用; 情绪智力在网络积极反馈和社会自尊这一认知路径起着正向调节作用; 情绪智力调节了社会自尊的中介效应.研究结果将社交网络与工作变量联系起来, 解释了工作场所现象, 对理论和实践具有一定的 指导意义.%Based on the questionnaire and data analysis of 290 employees, this paper explores the impact of online positive feedback on employees' interpersonal citizenship behaviors through social self-esteem and psychological well-being from two paths of cognition and emotion based on resource preservation theory. At the same time, it explores the moderating effect of emotional intelligence on the two paths. The results show that the online positive feedback has a significant role in promoting interpersonal citizenship behavior. The employees' social self-esteem and psychological well-being are partly mediated the relationship between online positive feedback and interpersonal citizenship. Emotional intelligence moderates the cognitive pathway of online positive feedback and society self-esteem; emotional intelligence moderates the mediating effect of social self-esteem. The results link social networks with working variables and explain workplace phenomena, which has significance for both theory and practice.
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