随着中国综合国力的增强和在全球地位的提升，职场竞争与社会比较压力加剧，错失焦虑现象在员工中日渐普遍。在国家提倡心理健康服务和完善劳动者权益保护的背景下，组织不仅关注员工物质待遇，更意识到维护其情绪与心理健康的必要性。知识经济时代下，市场开放与国际化竞争使得员工在面对职业晋升、学习机会的竞争时产生强烈的担忧和不安，错失焦虑成为影响现代职场员工心理健康的显著因素。这种焦虑情绪不仅抑制了员工的创新能力，降低了工作效率和主观幸福感，还对团队凝聚力、人才流失、组织效能及企业文化造成负面影响。因此，深入探究员工错失焦虑的成因及其对个体与组织可持续发展的多维度影响，并采取有效干预策略，对于营造健康稳定的工作环境，实现个体与组织协同发展具有重要的现实意义和实践价值。

尽管错失焦虑现象在职场中普遍存在并对员工及组织产生显著影响，但现有研究尚未能充分揭示其形成机制和多维效应。错失焦虑自引入之初便引发全球学者关注，相关研究已将其应用到多个学科领域，并发现个体的人口统计特征、人格特质、社会比较倾向等对错失焦虑具有重要影响。然而，在组织行为学视角下的工作场景中，员工错失焦虑的形成机制研究尚不系统和完善。同时，错失焦虑对员工心理健康、工作效率、主观幸福感以及家庭与工作生活的多维度影响有待深入探索。鉴于此，本文在对错失焦虑的国内外研究进展进行深入分析的基础上，结合社会比较理论、社会信息加工理论和资源保存理论，采用质性与量化结合的混合研究方法，对社会比较情境下员工错失焦虑的形成机理及其多方面影响效应进行了开创性的探索与验证。

首先，通过运用半结构化访谈这一质性研究手段，本文收集并分析了来自不同行业、职位、年龄层次、教育背景及工作年限共计27名员工关于社会比较驱动下的错失焦虑体验。借助扎根理论编码技术，从访谈资料中提炼出关键概念，并构建了一个全面的社会比较视角下的错失焦虑理论模型。研究揭示了个体内在因素“社会比较”如何成为诱发错失焦虑的关键变量，特别是在认知到同事间能力差异、晋升竞争压力以及领导关系差异化时，这些情境可能导致员工产生负面情绪反应及认知变化，进而发展为持续的错失焦虑状态。编码结果进一步表明，错失焦虑不仅对员工的心理健康造成负面影响，还扩散至其工作态度、积极性以及在工作和非工作场合的表现上，例如抑制创新行为、降低主观幸福感和减少家庭参与度等。此外，组织环境、领导风格、目标取向等因素作为重要的调节变量，在缓冲社会比较对错失焦虑的影响方面起到了决定性作用；同时，组织地位、思维倾向和个人与组织匹配度也在错失焦虑导致的多元效应过程中扮演了边界条件的角色。

其次，通过对401位中国员工样本的统计分析，本研究定量检验了上行社会比较、不稳定自尊、组织支持感知以及学习目标取向之间的相互作用及其对错失焦虑的具体影响路径，并验证了相关假设。研究发现，上行社会比较被证实是激发员工错失焦虑的重要驱动力，当员工将自己与更高地位、成就或资源的人相比较时，这种差距意识可能加剧他们对未来职业发展的不确定感和失去机会的担忧，从而增强错失焦虑的程度。同时，不稳定自尊在上行社会比较与错失焦虑之间起着显著的中介作用，频繁的上行比较容易引发个体自尊水平的波动，增强了对职业未来的不确定性恐惧，进而加重错失焦虑。此外，组织支持感知和学习目标取向显示出负向调节效果，较高的组织支持感知能够缓解上行社会比较带来的不稳定自尊问题以及由此间接引起的错失焦虑；而具有高学习目标取向的员工更能将比较视为成长机遇而非威胁，有助于减轻因不稳定自尊产生的错失焦虑。

最后，本研究运用统计分析法对432份中国员工样本进行分析，深度探讨了社会比较视角下员工错失焦虑对其创新行为、主观幸福感及家庭参与行为的具体影响，并引入心理脱离作为中介变量来阐明错失焦虑如何间接作用于这些工作、生活和家庭领域的表现指标。结果显示，错失焦虑程度与员工的创新行为呈负相关，即高度焦虑的员工在创新方面的表现相对疲弱；同样地，错失焦虑也对主观幸福感有消极影响，焦虑强烈的员工幸福感较低；并且，错失焦虑会减少员工在家庭中的参与度。此外，错失焦虑与心理脱离之间存在明显的负向关联，即高焦虑员工的心理脱离能力较弱。心理脱离被确认为错失焦虑影响多种行为结果的中介机制，即错失焦虑削弱心理脱离能力，继而间接抑制员工的创新能力、降低幸福感和家庭参与度。尽管社会比较倾向正向强化了错失焦虑对心理脱离的负面影响，但并未增强心理脱离的中介作用；相反，内部人身份感知发挥了负向调节功能，较高程度的内部人身份感知能够减弱错失焦虑对心理脱离的不利影响，并同时减小心理脱离在错失焦虑与其他行为变量间的中介效应。

本研究不仅响应了现实发展与理论发展的迫切需求，揭示了错失焦虑在员工心理健康、组织效能及个体全面发展中的深刻影响，而且通过混合的研究方法和多元化的分析视角，对社会比较情境下员工错失焦虑的形成机理及其多维效应进行了系统性探索与验证，为理解错失焦虑如何在工作场景中产生并扩散提供了坚实的理论基础。实践层面，本研究为企业管理者提供了一套全面而深入的认识框架，以制定针对性的心理干预策略和人力资源管理措施，有效缓解员工错失焦虑，从而提升组织绩效，维护良好的企业文化氛围，并促进员工身心健康与职业幸福感的提升。综上所述，本研究在错失焦虑领域做出了独特的理论贡献和实践价值，对于构建健康和谐的工作环境，实现个人与组织之间的协同发展，以及推动我国劳动心理学研究的进步都具有深远的意义和广泛的影响力。

With the enhancement of China's comprehensive national strength and its rise in global status, workplace competition and social comparison pressure have intensified, leading to a growing prevalence of employee fear of missing out (EFoMO). Against the backdrop of the country advocating for mental health services and improving workers' rights protection, organizations have not only focused on employees' material benefits but also realized the necessity of maintaining their emotional and psychological well-being. In the era of knowledge economy, market openness and international competition have caused employees to experience strong concerns and anxieties when facing career advancement and learning opportunities, making EFoMO a significant factor influencing modern workplace mental health. This anxiety not only inhibits employees' innovation ability and reduces work efficiency and subjective happiness but also has negative impacts on team cohesion, talent attrition, organizational effectiveness, and corporate culture. Therefore, it is of great practical significance and value to thoroughly explore the causes of EFoMO among employees, its multidimensional effects on individuals and organizational sustainable development, and to implement effective intervention strategies in order to create a healthy and stable work environment and achieve the synergistic development of individuals and organizations.

Despite the widespread existence of EFoMO in the workplace and its significant impact on employees and organizations, existing research has not fully revealed its formation mechanisms and multidimensional effects. Since its introduction, EFoMO has attracted global scholars' attention, and relevant studies have applied it to multiple disciplines, finding that individual demographic characteristics, personality traits, and social comparison orientation have important influences on EFoMO. However, research on the formation mechanisms of EFoMO in the context of organizational behavior is still lacking systematization and completeness. At the same time, further exploration is needed to understand the multidimensional effects of EFoMO on employees' psychological well-being, work efficiency, subjective happiness, and family and work-life engagement. Based on an in-depth analysis of the domestic and international research progress on EFoMO, this study combines social comparison theory, social information processing theory, and conservation of resources theory. It adopts a mixed research method that integrates qualitative and quantitative approaches to explore and validate the formation mechanisms and multidimensional effects of EFoMO among employees in social comparison situations. The following research conclusions are obtained:

Firstly, through the use of semi-structured interviews as a qualitative research method, this study collected and analyzed the experiences of 27 employees from different industries, positions, age groups, educational backgrounds, and years of work experience regarding EFoMO driven by social comparison. Using grounded theory coding techniques, key concepts were extracted from the interview data, and a comprehensive theoretical model of EFoMO from a social comparison perspective was constructed. The research revealed how individual intrinsic factors such as social comparison become key variables in triggering EFoMO, especially when individuals perceive differences in colleagues' abilities, promotion competition pressures, and differentiated leadership relationships. These situations may lead employees to develop negative emotional reactions and cognitive changes, which then evolve into sustained EFoMO states. The coding results further indicated that EFoMO not only has a negative impact on employees' psychological health but also spreads to their work attitudes, proactiveness, and performance in both work and non-work contexts, such as inhibiting innovation behavior, reducing subjective happiness, and decreasing family engagement. Additionally, factors such as organizational environment, leadership style, and goal orientation play important moderating roles in buffering the impact of social comparison on EFoMO. Meanwhile, perceptions of insider status, thinking tendencies, and person-organization fit act as boundary conditions in the process of the multidimensional effects caused by EFoMO.

Secondly, through statistical analysis of a sample of 401 Chinese employees, this study quantitatively examined the interactions and specific influence paths between upward social comparison, labile self-esteem, perceived organizational support, and learning goal orientation, as well as their effects on EFoMO. The relevant hypotheses were verified. The study found that upward social comparison was confirmed to be an important driving force for triggering EFoMO among employees. When employees compare themselves to individuals with higher status, achievements, or resources, this awareness of the gap may intensify their sense of uncertainty about future career development and concerns about missing opportunities, thereby increasing the intensity of EFoMO. At the same time, labile self-esteem played a significant mediating role between upward social comparison and EFoMO. Frequent upward comparisons could cause fluctuations in individuals' self-esteem levels, enhance their fear of uncertainty about future careers, and consequently exacerbate EFoMO. In addition, perceived organizational support and learning goal orientation showed negative moderating effects. Higher perceived organizational support could alleviate the issues of labile self-esteem caused by upward social comparison and indirectly reduce EFoMO. Employees with high learning goal orientation were more likely to view comparisons as growth opportunities rather than threats, which helps alleviate EFoMO arising from labile self-esteem.

Finally, this study conducted in-depth analysis on a sample of 432 Chinese employees using statistical analysis methods to explore the specific effects of EFoMO in the context of social comparison on employee innovation behavior, subjective happiness, and family engagement behavior. It introduced psychological detachment as a mediator variable to clarify how EFoMO indirectly affects these performance indicators in the work, life, and family domains. The results showed that the degree of EFoMO was negatively correlated with employees' innovation behavior, indicating that highly anxious employees performed relatively weakly in terms of innovation. Similarly, EFoMO had a negative impact on subjective happiness, with highly anxious employees experiencing lower levels of happiness. Furthermore, EFoMO reduced employees' level of engagement in their families. In addition, there was a clear negative correlation between EFoMO and psychological detachment, indicating that highly anxious employees had weaker psychological detachment abilities. Psychological detachment was confirmed as a mediating mechanism for the multidimensional effects of EFoMO, where EFoMO weakened psychological detachment and indirectly inhibited employees' innovation ability, reduced subjective happiness, and decreased family engagement. Although social comparison orientation positively reinforced the negative impact of EFoMO on psychological detachment, it did not enhance the mediating role of psychological detachment. On the contrary, perceptions of insider status played a negative moderating function. A higher degree of perceptions of insider status could alleviate the adverse effects of EFoMO on psychological detachment and simultaneously reduce the mediating effect of psychological detachment between EFoMO and other behavioral variables.

This study not only responds to the urgent needs of practical and theoretical development, revealing the profound impact of EFoMO on employee mental health, organizational effectiveness, and individual comprehensive development but also provides a systematic exploration and validation of the formation mechanisms and multidimensional effects of EFoMO among employees in social comparison situations through mixed research methods and diversified analytical perspectives, providing a solid theoretical foundation for understanding how EFoMO arises and spreads in work scenarios. At the practical level, this study provides managers with a comprehensive and in-depth framework to formulate targeted psychological intervention strategies and human resource management measures, effectively alleviate employees' EFoMO, improve organizational performance, maintain a good corporate culture atmosphere, and promote the enhancement of employees' physical and mental health and occupational well-being. In summary, this study has made unique theoretical contributions and practical value in the field of EFoMO, and it has profound significance and broad influence in building a healthy and harmonious work environment, achieving synergistic development between individuals and organizations, and promoting the progress of labor psychology research in China.

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