工作场所无礼行为的溢出和交叉效应:超越职场范围的负性作用机制

以往研究通常考查工作场所无礼行为对接收者个人和工作场所内相关结果的影响。而近来研究指出,无礼行为会超出工作场所的界限产生溢出效应,且工作场所无礼行为会对接收者之外的他人产生消极作用,即工作场所无礼行为的交叉效应。在综述国内外相关文献的基础上,总结出了溢出和交叉效应的产生机制,包括消极情绪和情感在无礼行为溢出效应中的中介机制,以及压力传递在无礼行为引发的消极情绪和行为反应与工作-家庭冲突中的中介角色;深入探讨了共情在无礼行为交叉效应中的调节机制和社会阻抑在无礼行为交叉效应中的中介机制;并建议未来相关研究选取新的结果变量视角、探究新的中介机制和边界条件以及进一步整合无礼行为的溢出和交叉的连锁效应机制     

工作场所中的反生产行为及其心理机制

反生产行为(Counterproductive Work Behavior, CWB)是员工在工作场所中实施的蓄意伤害组织利益或与组织利益有关的其他成员的行为。本文对反生产行为的概念、分类、理论解释等的最新研究进展进行了系统梳理和全面回顾。在整理和分析已有理论和实证研究成果的基础上, 提出了反生产行为的发生机制模型, 即反生产行为的发生遵循“压力情境→认知加工→负性情绪反应→反生产行为”的逻辑顺序。“认知加工”和“负性情绪反应”是反生产行为发生过程中的两个关键环节, 具体表现为个体在压力情境下的归因过程及负性情绪的生成。在此基础上, 对与反生产行为有关的最新研究成果进行了整合, 并且对当前反生产行为的研究的开展进行了有针对性地评价和展望。     

超越不文明:从消极无礼的恶化升级到积极的文明干预

工作场所无礼行为不仅会给员工带来一系列消极影响,还会导致员工"以牙还牙,加倍奉还",引起行为的恶化升级,严重污染组织环境。而文明行为则有利于组织中人际关系的和谐发展,带给员工众多积极影响。梳理无礼行为恶化升级的相关研究,从受害者和旁观者的角度详细分析无礼行为恶化升级的多条途径和原因;并基于情绪的认知评价理论,从评价和情绪入手,对无礼行为恶化升级的详细机制和影响因素进行解析,构建无礼行为的恶化升级模型。与此同时,着眼于促进无礼行为的积极转化,对文明行为的CREW干预(Civility,Respect and Engagement in the Workforce)的研究进行总结,并分析个体水平的文明行为和组织水平的文明气氛的积极作用。     

促进还是阻碍:情感对员工创造性绩效的影响

情感对员工工作行为的影响是组织行为研究领域中长期被忽视的内容。通过回顾积极与消极情感对创造性绩效影响的理论与实证研究,梳理相关的中介变量与调节变量的作用机理,构建出以任务特征、主管支持等组织背景因素为调节变量,以认知因素与动机因素为中介变量,积极与消极情感共存,并与情感强度等性质变量交互作用,最终影响员工创造性绩效的假设模型,为未来的研究工作提供了思路和方向。     

习得无助理论模型的演变与争议

习得无助理论是由美国心理学家马丁．塞里格曼于上世纪60年代提出、而后在美国以至全世界引起广泛研究热潮的一种心理学理论,围绕着习得无助产生的机制及实验操作中的关键变量,形成了许多有价值的理论模型。该研究介绍了这些理论模型的起源、发展与演变．以及无助现象对人们的认知、情绪和动机造成的损害,为我们在临床上诊断和治疗抑郁提供了一个新的视角,同时为预测和矫治学生的习得无肋感提供了方法上的借鉴。     

药物成瘾理论的新进展

成瘾过程伴随着一系列脑机能和心理机能的改变,但对药物滥用如何导致这些改变以及它们如何诱发成瘾却存在着不同的解释。近年来,由于认知心理学和认知神经科学研究技术在该领域的应用,研究者对药物成瘾过程的认知机能及其脑机制获得了新的认识,且基于对负性生活事件及外部压力在维持药物滥用及诱发复吸行为中的作用的测量学研究和动物实验研究而提出的成瘾理论为该领域的研究开辟了新的思路。本文重点评述了药物成瘾的认知加工模型和以压力或负性情绪为核心的相关理论模型及其研究,并提出进一步研究的方向。     

儿童青少年强迫症的认知行为理论研究探讨

强迫症已经被认为是儿童青少年常见的心理障碍之一,强迫症的认知行为模型在成人研究中得到了大量的实证支持,但这个模型在儿童青少年群体中研究相对较少.从儿童青少年强迫症的界定及其流行病学调查出发,回顾了强迫症认知行为理论的解释及儿童青少年强迫症认知行为理论实证研究,最后对该理论模型提出了一些建议.     

员工建言行为的情绪机制：一个新的探索视角

已有研究考察了建言行为的诸多影响因素, 然而探讨情绪影响建言的研究则是新崛起的一个方向。文章一方面从情绪影响认知信息加工最终影响建言决策的微观角度来分析情绪与建言的关系, 另一方面从组织行为研究的宏观层面探讨情绪与建言关系, 并以情绪事件理论、情绪循环理论和情绪反馈理论为基础, 结合情绪研究的相关文献, 对员工情绪产生的几大来源, 员工情绪对建言决策的影响, 建言者的情绪对被建言者(建言对象)的情绪影响, 员工建言被采纳与否等几个涉及情绪的过程进行分析和阐述, 并构造了建言行为情绪机制模型; 系统地揭示了整个建言行为链上伴随的情绪机制, 并对恐惧、希望、心理安全、后悔等情绪对建言的影响作了示例分析。文章最后进行了总结与展望。     

幼儿的情绪认知与适应行为发展关系的研究

研究对50名3—5岁幼儿的情绪认知能力和适应行为的发展水平进行了测查,并分析了二者之间的关系。结果表明：幼儿的情绪认知能力和适应能力的发展存在显著正相关;但与适应能力发展的不同方面存在着不同的关系模式：情绪认知能力和生活自理能力、交往能力、社会化能力、自我管理能力存在显著的正相关,而与运动能力和作业能力则相关不显著。     

现代社会认知理论框架下的偏见研究及其走向

０引言半个多世纪以来,许多心理学家、社会学家、人类学家和历史学家都纷纷描述或解释影响偏见（ｐｒｅｊｕｄｉｃｅ）形成及其发展的可能性因素,其中社会心理学家的研究最为集中且卓有成效。社会心理学领域内的偏见研究最早始于本世纪二、三十年代有关民族态度及种族偏见的问卷调查;四、五十年代则集中探讨偏见以及歧视的改变;从五十年代末到六十年代,其间的工作主要是设计各种有关偏见起源的个体或社会水平的理论模型;随着认知加工范式的勃兴,偏见社会认知理论开始出现并得到了持续发展。迄今为止,偏见领域的一般研究都非常强调认…     

受害者视角下职场不文明行为对组织公民行为影响的双路径机制

本文基于资源保存理论,探讨职场不文明行为对组织公民行为的影响机制及作用边界。通过问卷调查315份员工和领导的配对样本数据,结果表明：职场不文明行为负向预测组织公民行为,情绪耗竭、组织自尊中介了职场不文明行为与组织公民行为间的关系;心理韧性调节了情绪耗竭、组织自尊在二者间的中介作用。     

Testing a measure of instigated workplace incivility

Using a sample of 211 working adults, an instigated workplace incivility measure, distinct from an experienced workplace incivility and general interpersonal deviance measures, was developed. Correlates of instigated workplace incivility were then tested using 162 medical technologists over a 4‐year time frame. Results indicated that Time 1 measures of distributive justice and job satisfaction were negatively related to instigated workplace incivility, while a Time 1 measure of work exhaustion was positively related to such incivility. Furthermore, these three antecedents contributed significantly to explaining instigated workplace incivility, beyond Time 2 measures of these three variables. Future research issues, as well as study limitations, are discussed.     

工作场所不文明行为受害者向实施者反转的机制

梳理和归纳了导致工作场所不文明行为的受害者反转为实施者的组织事件, 包括团队层次的不作为领导行为和领导不文明行为以及个体层次的同事不文明行为。借助事件系统理论对受害者反转为实施者的认知过程进行了说明, 如果组织事件的强度足够引起受害者的控制化信息加工, 则其可能改变自己的原有行为进而实施工作场所不文明行为; 根据社会信息加工理论, 受害者的控制化信息加工可以通过三条路径实现, 即学习过程, 归因过程和道德判断过程。建议未来研究进一步探讨情绪和认知两者在不文明行为受害者角色反转中的作用, 以及工作领域之外的因素在其中的作用, 并且能够使用日记研究法进行验证; 未来研究还可以探讨工作场所不文明行为的旁观者反转为实施者的机制。     

Target Meaning-Making of Workplace Incivility Based on Perceived Personality Similarity with Perpetrators

Abstract

Target meaning-making of incivility (i.e., the ways targets assess uncivil events) has received attention as an important mediating mechanism in explaining the varied outcomes of incivility. The present study draws on person-environment (PE) fit theory, as well as the similarity-attraction paradigm and repulsion hypothesis, to uncover how perceived personality (dis)similarity affects both cognitive (i.e., attribution, negative appraisal) and emotional reactions (i.e., hostility) to incivility. Specifically, we examine whether incongruence between target personality and perceived perpetrator personality worsens target meaning-making (vice versa for personality congruence). Study 1 (N?=?479 employees) addressed (dis)similarity in agreeableness, while Study 2 (N?=?296 working adults) addressed (dis)similarity in neuroticism. Based on polynomial regressions with response surface modeling, the results generally supported the hypotheses. Along the line of dissimilarity, targets often assessed (i.e., attributed intent to, appraised, reacted emotionally to) uncivil events more negatively when they perceived personality dissimilarity with perpetrators. However, similarity in personality did not always have the opposite effect by buffering against negative assessments; meaning-making was worse when both parties scored high on neuroticism. Implications for workplace incivility and PE fit literatures are discussed, along with practical implications that highlight information elaboration and perspective taking.     

Linking family incivility to workplace incivility: Mediating role of negative emotions and moderating role of self‐efficacy for emotional regulation

The research on work‐related antecedents of workplace incivility (WI) is well‐established, yet relatively less attention has been paid to non‐work‐related experiences as key antecedents to employees’ incivility at work. Drawing upon the incivility spiraling framework and spillover theory, we use a moderated‐mediation model to investigate the impact of employees’ experience of family incivility on their behavioral WI through the mediation of negative emotions and the moderation of self‐efficacy for emotional regulation (SEER). The multisource field data also demonstrate general support for the hypothesized relationships. Findings revealed that negative emotions carry the spiraling effect from family incivility to WI. In addition, SEER moderated the positive direct relationship of experienced family incivility and negative emotions, and indirect association with behavioral WI. These findings have implications for theory and management alike, further suggesting directions for future research.     

工作场所不文明行为与职场排斥间的螺旋效应

工作场所不文明行为与职场排斥间的螺旋效应模型可用道德排除理论和情感事件理论解释。根据道德排除理论遭受工作场所不文明行为会导致受害者与实施者心理距离增加, 进而对实施者实施职场排斥; 从旁观者视角来看, 目睹工作场所不文明行为会影响旁观者的道义公正感和互动公平感进而表现出对实施者的职场排斥, 且该中介过程受到利他性的调节。同样, 基于情感事件理论, 遭受职场排斥会导致职场排斥受害者的消极情绪水平增加促使其成为工作场所不文明行为的实施者。     

Incivility at work,upset at home? Testing the cross‐level moderation effect of emotional dysregulation among female nurses from primary health care

Workplace incivility is a growing problem in nursing. However, most studies that explore this psychosocial risk and its consequences do so considering a single level and a between‐person perspective. The aims of the study were to explore whether the effects of experiencing incivility during work‐time could explain the daily levels of well‐being of nurses at home; and to analyze if that relationship could be moderated by their levels of emotional dysregulation as a trait. This is a multilevel study with diary methodology. The study was carried out in 18 primary health‐care centers belonging to Madrid and the Basque Country, in Spain. Ninety‐four nurses completed a general questionnaire and 54 of them a diary booklet over five consecutive working days in two different moments, immediately after work and at bedtime. The results showed that nurses’ emotional dysregulation moderated the relationship between daily workplace incivility and daily fatigue, and positive affect at night at home. However, there were no direct effects of daily incivility on these outcome variables. In conclusion, the presence of difficulties in emotional regulation among nurses can increase the negative effects of daily workplace incivility on their health and well‐being.     

Positive Leader Behaviors and Workplace Incivility: the Mediating Role of Perceived Norms for Respect

Scholars have called for research on the antecedents of mistreatment in organizations such as workplace incivility, as well as the theoretical mechanisms that explain their linkage. To address this call, the present study draws upon social information processing and social cognitive theories to investigate the relationship between positive leader behaviors—those associated with charismatic leadership and ethical leadership—and workers’ experiences of workplace incivility through their perceptions of norms for respect. Relationships were separately examined in two field studies using multi-source data (employees and coworkers in study 1, employees and supervisors in study 2). Results suggest that charismatic leadership (study 1) and ethical leadership (study 2) are negatively related to employee experiences of workplace incivility through employee perceptions of norms for respect. Norms for respect appear to operate as a mediating mechanism through which positive forms of leadership may negatively relate to workplace incivility. The paper concludes with a discussion of implications for organizations regarding leader behaviors that foster norms for respect and curb uncivil behaviors at work.     

Experiencing Incivility in Organizations: The Buffering Effects of Emotional and Organizational Support1

Research shows that being a target of organizational incivility is associated with negative outcomes, including declines in job satisfaction, physical health, and psychological well‐being. Two studies (90 property management company employees; 210 undergraduate students) were conducted to examine whether 2 types of social support—emotional and organizational—act as buffers of the relationship between incivility and outcomes in workplace and academic contexts. Two types of incivility were also examined: general workplace incivility and gendered incivility. Consistent with the hypotheses, the results of both studies indicated that employees and students who experienced higher levels of incivility reported better outcomes when they felt organizationally and emotionally supported. Implications for organizations are discussed.     

Emotional Schemas

Beck's cognitive model has stressed the influence of cognitive processing in eliciting and maintaining emotional disorders. The concept of schema is extended in Emotional Schema Therapy to account for beliefs, assumptions, and strategies that comprise problematic theories of emotion that result in unhelpful strategies of emotion regulation and acceptance of emotion. In the present paper the central concepts of Emotional Schema Therapy are elucidated and research supporting the model is reviewed.