职场负面八卦是一种普遍存在的社交现象，在公务员这一特殊群体中，职场八卦的传播因其涉及政治、利益和复杂的人际关系而显得尤为突出。公务员作为政府机构的主体力量，其职场行为和人际关系对于公共管理的效率和形象具有重要影响。当公务员成为职场负面八卦的焦点时，不仅会对个人造成心理压力和人际关系紧张，还可能对公共管理的实践产生负面影响。它不仅可能损害公务员的个人形象，还可能对其心理健康、人际关系等造成严重影响。因此，本研究选取不同年龄和不同行业的公务员作为主要研究对象，站在被职场负面八卦者的角度，在职场负面八卦感知与人际关系敏感的关系中加入了心理资本这一中介变量，旨在打开感知职场负面八卦对公务员人际关系敏感影响的“黑箱”。同时加入人际情绪调节作为调节变量，探讨其是如何干预该过程。

研究方法上，本研究采用经验抽样法对职场负面八卦感知、心理资本、人际情绪调节和人际关系敏感的关系进行研究。首先梳理了国内外相关文献，找到了现实工作中的切入点，提出相关的研究问题和假设，构建了研究模型。紧接着进入预调研阶段共收集300份数据，正式调研阶段共招募了90位公务员被试。本研究以SPSS 27.0、R4.2.2和Mplus8.3为分析工具对实验数据的分析得出以下结论：（1）职场负面八卦感知对人际关系敏感具有正向影响效应；（2）心理资本对人际关系敏感具有负向影响效应；（3）职场负面八卦感知对心理资本具有负向影响效应；（4）心理资本在职场负面八卦感知与人际关系敏感之间起到显著的正向中介效应；（5）人际情绪调节对心理资本在职场负面八卦感知与人际关系敏感之间中介效应中所起到的调节作用。

针对研究的结果，本文从职场负面八卦应对、心理资本提升和人际关系调节层面对公务员人力资源管理提提出下建议和对策：首先分析公务员职场负面八卦的现状后提出了以下建议：第一建立防护机制，提升自身形象与沟通能力；第二，寻求支持，构建互助互信的职场网络；第三，积极应对，用理性与智慧化解八卦。随后为了提升公务员的心理资本，以下从几个方面提出具体对策：第一组织层面，加强源头管控，做好人岗匹配；第二，良好的组织氛围建设，为人际情绪调节创造条件；第三，个体层面，明确公务员身份和自我价值，塑造积极的“解释风格”；第四，培养公务员的情绪调节能力，以应对工作压力和挑战；第五，加强公务员的自我效能感，提高工作满意度和成就感；第六，建立公务员心理资本提升的长效机制，实现持续发展。最后为了有效应对公务员人际关系敏感问题，提出以下对策：第一，树立正面交往态度，建立有效工作关系；第二，引入科学心理测评，优化自我认知与情绪调节；第三，加强沟通能力培训；第四，建立多元化的人际关系网络。

Workplace negative gossip is a widespread social phenomenon, and among the special group of civil servants, the dissemination of workplace gossip stands out due to its involvement of politics, interests, and complex interpersonal relationships. As the backbone of government institutions, the workplace behavior and interpersonal relationships of civil servants have a significant impact on the efficiency and image of public management. When civil servants become the focus of negative workplace gossip, it not only causes psychological pressure and strained interpersonal relationships among individuals, but also has a potential negative impact on the practice of public management. This phenomenon may not only damage the personal image of civil servants, but also have a serious impact on their mental health and interpersonal relationships.

Therefore, this study selects civil servants of different ages and industries as the main research objects. From the perspective of those affected by negative workplace gossip, the study introduces the mediating variable of psychological capital into the relationship between the perception of negative workplace gossip and interpersonal sensitivity. The aim is to unpack the "black box" of how perceived negative workplace gossip affects the interpersonal sensitivity of civil servants. At the same time, interpersonal emotion regulation is introduced as a moderating variable to explore how it intervenes in this process.

In terms of research methods, this study employs the Experience Sampling Method (ESM) to investigate the relationships among perception of negative workplace gossip, psychological capital, interpersonal emotion regulation, and interpersonal sensitivity.First, relevant domestic and foreign literature was reviewed to identify entry points for practical work. Relevant research questions and hypotheses were proposed, and a research model was constructed. Subsequently, a pre-survey stage collected 300 pieces of data, and a formal survey recruited 90 civil servants as participants. This study used SPSS 27.0, R4.2.2, and Mplus8.3 as analytical tools to analyze the experimental data and draw the following conclusions: (1) Perception of negative workplace gossip has a positive impact on interpersonal sensitivity; (2) Psychological capital has a negative impact on interpersonal sensitivity; (3) Perception of negative workplace gossip has a negative impact on psychological capital; (4) Psychological capital plays a significant positive mediating effect between perception of negative workplace gossip and interpersonal sensitivity; (5) Interpersonal emotion regulation moderates the mediating effect of psychological capital between perception of negative workplace gossip and interpersonal sensitivity.

In the light of the research findings, this paper puts forward the following suggestions and countermeasures for civil servants' human resource management from the perspectives of coping with negative gossip in the workplace, improving psychological capital, and regulating interpersonal relationships. Firstly, after analyzing the current situation of negative gossip in the civil servants' workplace, the following suggestions are put forward: firstly, establish a protective mechanism to enhance one's own image and communication skills; secondly, seek support to build a workplace network of mutual assistance and trust; thirdly, actively respond to and resolve gossip with rationality and wisdom. Subsequently, in order to improve the psychological capital of civil servants, the following specific countermeasures are proposed from several aspects: at the organizational level, strengthen source control and ensure a good match between people and jobs; second, build a good organizational atmosphere to create conditions for interpersonal emotion regulation; third, at the individual level, clarify the identity and self-value of civil servants, shape a positive "interpretation style"; fourth, cultivate the emotional regulation ability of civil servants to cope with work pressure and challenges; fifth, strengthen the sense of self-efficacy of civil servants, improve job satisfaction and sense of achievement; sixth, establish a long-term mechanism for improving the psychological capital of civil servants to achieve sustainable development.Finally, in order to effectively deal with the sensitive issue of interpersonal relationships among civil servants, the following countermeasures are proposed: firstly, establish a positive communication attitude and establish effective working relationships; secondly, introduce scientific psychological assessments to optimize self-cognition and emotion regulation; thirdly, strengthen communication skills training; fourthly, establish a diversified interpersonal relationship network.