Previous research has predominantly focused on the effects of cognitive and emotional reactions on the relation between interpersonal conflict and job performance. The effects of behavioral reactions, however, have been largely ignored. To fill this gap, this study aims to investigate how behavioral reactions indexed by Wechat use affects the above relation. Specifically, demand-control-support theory and demand-control-person theory form the basis for a stressor–strain model and a joint investigation of 1) Wechat use as mediating the link between interpersonal conflict with job performance and 2) relatedness need satisfaction and emotional social support as moderating the mediation. A moderated mediation model is tested with matched data collected thrice from 300 subordinates and their supervisors. Results highlight the importance of behavioral mechanisms and state-like individual differences when examining the relationships between interpersonal conflict and job performance.

中文翻译：

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社交媒体影响人际冲突与工作绩效之间的关系

以前的研究主要集中在认知和情绪反应对人际冲突和工作绩效之间关系的影响。然而，行为反应的影响在很大程度上被忽视了。为了填补这一空白，本研究旨在调查由微信使用索引的行为反应如何影响上述关系。具体而言，需求-控制-支持理论和需求-控制-人理论构成了压力源-应变模型和联合调查的基础 1) 微信使用作为中介人际冲突与工作绩效之间的联系 2) 相关性需求满足和情绪社会支持作为调节中介。使用从 300 名下属及其主管那里收集三次的匹配数据来测试一个有调节的调解模型。