职场孤独感的形成原因与作用机理：基于调节匹配理论视角

随着组织广泛的信息技术运用、工作强度增加,员工之间面对面的、真诚的社交开始呈下降趋势。职场孤独感成了困扰员工的普遍问题,引起了企业管理实践界高度重视。通过综述已有文献,本文指出过往研究虽揭示了职场孤独感带来的消极影响效应并有效提高了组织对职场孤独问题的关注度,但尚未系统回答“如何预防与应对职场孤独感”。为了引导员工对职场孤独感的科学应对,本文认为有必要将员工视为能动的主角而非被动的承受者,并探讨职场孤独感与员工应对行为的关系,为如何应对职场孤独感提供建设性对策。 除此之外,为了更好地预防与遏制职场孤独感,有必要系统性地探讨职场孤独感的形成原因。综合过往研究,本文发现职场孤独感区别于其他消极情绪的核心在于：职场孤独感源自于高质量职场人际关系的缺失。与此观点对应的是,Wright和Silard （2021）认为当员工实际的职场人际关系未达到预期水平,员工会认为职场人际关系存在缺陷,产生孤独的体验。Wright和Silard （2021）的观点反映了职场孤独感是一种员工未实现期望社交目标而导致的心理体验。循此逻辑,本文采用与目标实现过程相关的调节匹配理论来解释职场孤独感的产生原因和影响机制,为预防和应对职场孤独感提供对策。以调节匹配理论为框架,本项目拟解决三个问题：（1）领导与下属的调节焦点（不）匹配如何通过影响领导成员交换,进而影响职场孤独感;（2）员工与团队的调节焦点（不）匹配如何通过影响团队成员交换,进而影响职场孤独感;（3）员工如何依据不同的团队调节氛围来选择社交应对策略,以及社交应对策略对员工绩效的影响。通过新颖的多项式回归分析与曲面响应分析方法,本文力求重构传统的职场孤独感的研究思路,为职场孤独感的产生机制提供新的研究视角。除此之外,本文首次将调节匹配理论引入职场孤独感的研究,系统性地分析了职场孤独感的产生和应对,呈现了职场孤独感现象在组织中的动态演化的过程与机制。     

A qualitative and quantitative evaluation of an experiment for preventing violence in the workplace

No research has verified the effectiveness of measures for the prevention of workplace violence in the school setting. The present project includes several steps: administration of a pre- and post-intervention questionnaire, training of workers and implementation of an awareness program, distribution of prevention material and qualitative and quantitative evaluation. The aim is to verify if the awareness program had an effect on the level of prevention management undertaken by the school and if there was any effect of the intervention on the wokers’ perception of the safety level of the setting and if the number of victims of violent acts and behaviors was reduced. The results of the post-test show that less physical violence was reported by the experimental group and less psychological violence by the control group. These results are discussed in relation to the implementation of the intervention.     

A qualitative study on the development of workplace bullying: Towards a three way model

Up to now, researchers have identified various individual and work‐related factors as potential antecedents of workplace bullying. The aim of the present study is to integrate this line of research in view of explaining how these antecedents may develop into workplace bullying. Key informants, such as union representatives, employees with a confidence role concerning workplace bullying, human resource managers, prevention workers and social service employees, analysed bullying incidents or cases within their organization. We combined the various perspectives on the same incident into one plan. Then, all 87 case plans were united in a global model that reflects the development towards bullying. The results suggested three processes that may contribute to the development of bullying. Firstly, bullying may result from inefficient coping with frustration. Such coping mechanisms are likely to be active for perpetrators, and passive for victims. Secondly, bullying may be the consequence of escalated conflicts. Thirdly, bullying may result from destructive team and organizational cultures or habits. Individual and work‐related antecedents may affect these processes in two ways: they may be at the origin of the three processes, and they may relate to the employees' coping style. Implications for theory and research are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

The Role of Communication in Preventing Workplace Sabotage

Motivations for employee sabotage range broadly; however, the consequences can be tragic for an American corporation. The present study warrants the need for public awareness of workplace violence as well as perception, cause, and prevention. Using historical data and a hybrid of the multidimensional scaling technique, the findings were extrapolated to describe and better acquaint employers with effective means of preventing violent behaviors among individual workers. Results of this study suggest that a lack of effective employer/employee exchange of communication is the primary cause for corporate sabotage in the event of major corporate change. The findings empirically validate that communication precludes the potential consequences that employee violence may bring. Discussing ways to improve the workplace together with management may enable employees to discover common ground and to recreate workplace harmony.     

Dual pathways of emotional competence towards incremental and radical creativity: resource caravans through feedback-seeking frequency and breadth

ABSTRACT

This study examined how employees’ emotional competence predicts feedback-seeking behaviour (FSB) and consequently incremental and radical creativity on the basis of conservation of resource (COR) theory. We posit that emotional competence enhances the two types of creativity by generating resource caravans through distinct patterns of FSB. Our analysis based on the data collected from 206 employees from 85 work teams revealed that emotional competence has a significant indirect effect on the incremental creativity of team members, as rated by leaders, through frequent feedback seeking. Emotional competence also exhibited a considerable direct effect on radical creativity. In addition, emotional competence predicted source variety, namely, feedback-seeking breadth, which in turn contributed to radical creativity. This study offers new and useful theoretical and practical insights regarding the different types of creativity in the workplace by employing COR theory and the resource caravan perspective.     

Acts against the workplace: Social bonding and employee deviance

Research into the phenomenon of workplace deviance has separately focused on two types of employee rule‐breaking behavior, 1) acts against the property and assets of the organization and 2) various types of counter‐productive behavior. In an attempt to compare the theoretical and empirical similarity of these two forms of employee deviance, this paper examines the self‐reported involvement in both property and production deviance among a population of employees randomly sampled from three industry sectors and three metropolitan areas. Utilizing a weighted least squares logit regression analysis, the findings support continued conceptual separation of these two forms of employee rule‐breaking as they seem to be explained by slightly different configurations of the “social bonding” model. Involvement in property deviance seems to be primarily the result of a lack of future “commitment” to the organization, while counter‐productive behavior is better understood using a combination of “commitment, attachment, and involvement” variables in the model. Further, both forms of workplace deviance were significantly more likely to involve younger employees.     

Murderers and martyrs: Violence,discourse, and the (re)construction of meaning

In recent years, the question of violence has drawn attention from religious studies scholars and public commentators alike. From schoolchildren with guns to terrorists with bombs, the perpetrators of violent acts have forced communities, nations, and even scholars to grapple with the nature and meaning of violence. But although significant attention has been paid to religious groups that foster violence and to those that resist it, the ways in which violence challenges structures of meaning have been addressed primarily by theologians seeking to grapple with overwhelming episodes of violence. This article suggests that certain violent acts can be classed as ‘symbolically disruptive violence'—acts that threaten or shatter a group's symbolic world. Although this analytical concept has broad applicability, the article explores its relevance for one in‐depth case study: reactions to the 1998 murder of Matthew Shepard in Laramie, Wyoming.     

Interpersonal Problems Among Perpetrators and Targets of Workplace Bullying

This representative study among 2,539 Norwegian employees examines interpersonal problems among targets and perpetrators of workplace bullying. Both targets and perpetrators portrayed elevated levels of interpersonal problems. Yet, the results question the role of a general target personality in explaining exposure to workplace bullying. Although interpersonal problems were reported among 50% of the targets, interpersonal problems were also prevalent in a large proportion of the non-exposed employees. Accordingly, level of interpersonal problems does not easily differentiate targets from non-targets and calls for a broader frame of reference in order to understand the bullying process.     

The Prevalence and Consequences of Intimate Partner Violence Intrusion in the Workplace

This study examines the prevalence and consequences of intimate partner violence (IPV) in the workplace. Surveys were completed by 1,390 employees in 32 different companies representing different organization types. Over half of the women and almost a quarter of the males reported that they had been an IPV victim at some point in their lives with 16% reporting victimization in the previous 12 months. Younger workers and workers who witnessed IPV frequently as a child were more likely to be current IPV victims. Further, 41% of lifetime victims reported significant workplace consequences, such as missed days of work, tardiness, and perpetrator intrusion. Younger workers, a history of IPV physical injury, more frequent IPV events over longer periods of time, and a history of stalking were associated with a greater number of IPV work consequences. The cumulative effects of IPV as well as active victimization contribute to negative workplace consequences. With significant numbers of employees experiencing IPV and reporting workplace consequences, the present research underscores the need for employers to develop a more precise means of understanding cost and response.     

Sibling violence and agonistic interactions among middle adolescents

Two hundred seventy-two high school juniors and seniors were surveyed regarding their experiences as victims and perpetrators of sibling violence and agonistic interactions with their closest-spaced siblings. Findings support earlier reports that siblings engage in a variety of violent acts directed toward one another and that there are few differences between males and females as to the extent of the behaviors. Subjects reported experiences of negative physical and verbal interactions less frequently than did younger subjects in previous studies, suggesting the need to further examine age-related differences in sibling violence. Discussion focuses on the implications of the present findings and direction for future studies in this area.     

Beyond Typologies: Foregrounding Meaning and Motive in Domestic Violence Perpetration

In this article we use a single case study to query the presumption, inherent in typological approaches to domestic violence perpetration, that offender motivations are unchanging and deducible from self-reports and official records. We highlight the need to engage interpretively with the specific meanings acts of violence hold for domestic violence perpetrators–informed, as they can be, by sexist perceptions of entitlement and histories of conflict, suspicion and grievance–and how these can change self-perceptions in the aftermath of assaults and breakups, as the foreground of crime is reincorporated into a background narrative.     

The relative severity of acts of physical violence in heterosexual relationships: An item response theory analysis

This study evaluated the structure of an expanded version of the physical violence scale of the Conflict Tactics Scales (CTS). A community sample of 1,092 randomly selected men and women reported on perpetration and receipt of 14 violent acts in their relationships. Item response theory analyses indicated that the violence items were unidimensional for recipient and perpetrator reports of men's and women's violence. There was convergence between severity of acts as reported by perpetrators and recipients for both men's and women's violence. Results indicated that adding together the number of different acts endorsed to form a total score is appropriate for both men's and women's violence. Total scores were strongly related to likelihood of injury, supporting the validity of CTS‐type measures to assess severity of violence.     

Assessing research on workplace violence, 2000–2012

Since the highly publicized U.S. Postal violence cases in the 1980s, workplace aggression and workplace violence have been the source of much public discussion and concern. Yet, the topic has only recently received sustained empirical attention—most of which has come from the organizational management and business fields. This article provides a review of the empirical research literature on workplace violence in several databases from 2000 to 2012. Our review uncovers that different occupational domains have different experiences with workplace violence, while some occupations are subject to distinct types of violence by unique aggressors. Directions for future theoretical and empirical research are highlighted.     

The Role of Attitudes and Awareness in Anti-Violence Education

Summary

Most interventions for the prevention of violence in relationships aim at attitudes and awareness. Prevailing attitudes in our society already condemn violence, however, and wife assault is viewed as particularly serious. Some research shows that perpetrators have attitudes more supportive of violence than other people do, but the link between attitudes and behavior can be complex. Trying to persuade people to change their attitudes in one direction can lead instead to people taking more extreme versions of their existing attitudes. Some interventions that raise awareness and promote availability of services appear to teach participants to take the problem less seriously. Most students report neither undesirable attitudes nor low awareness of violence in relationships. But their behavior appears inconsistent with their reported attitudes and awareness. If interpersonal violence has its roots in a problem more fundamental than the views of contemporary society, then anti-violence education based on attitudes and awareness will have limited benefits, and possibly some harmful effects. This article encourages a cautious rethinking of assumptions underlying current anti-violence education and alternative theories of violent behavior. It offers some suggestions for ways to reduce violent behavior, and encourages integration of violence prevention efforts into regular curricula and extra-curricular activities.     

职场负面八卦对科技人员创造力的影响机制研究

以职场“冷”暴力理论为切入点,采用层级回归和拔靴法对327份样本数据进行分析验证了职场负面八卦对科技人员创造力的影响机制。结论：职场负面八卦对科技人员的创造力有显著的抑制作用,人际信任在上述关系中起到中介作用;情绪智力在调节职场负面八卦和人际信任之间关系的同时,也调节了人际信任的中介作用,而且当科技人员的情绪智力水平较低时,人际信任的中介作用更为显著。     

Hormonal changes of intimate partner violence perpetrators in response to brief social contact with women

This study investigated whether men with a history of real-life aggressive, dominant behavior show increases in testosterone and cortisol levels after brief social contact with women. Furthermore, we tested the prediction that such changes in hormones would be larger than those observed previously in young male students. Sixty-seven male participants convicted of intimate partner violence (IPV) either had brief social contact with a female confederate (experimental condition) or a male confederate (control condition). We also performed meta-analyses to investigate whether IPV perpetrators' hormonal responses were larger than the typical responses of young male students in prior studies. All statistical analyses were preregistered. Change in testosterone did not differ across experimental conditions, and testosterone in the IPV perpetrators actually declined from baseline in the female confederate condition. Our meta-analysis showed that this testosterone decrease was different from the testosterone increase typically observed in young male students. The cortisol levels of IPV perpetrators did not change in response to contact with women. This result was consistent with our meta-analysis since young male students also did not experience a cortisol change in response to interactions with women. In sum, our findings provide no evidence that male IPV perpetrators exhibit larger hormone increases to brief interactions with women, although it is possible that the men in this sample did not perceive the social contact period as a courtship opportunity. These results suggest that hormone reactivity to social encounters may differ across subject populations and depend on how subjects perceive social situations within laboratory settings.     

Disentangling empowerment: Considering the role of employee perceptions in adaptive selling

As more jobs require employees to continually learn and adapt, empowering employees to adopt learning goals becomes a competitive advantage. Although research has identified key leadership behaviors that empower employees, the relationship between managers and empowered employees is ongoing and dynamic. Therefore, it is important to understand how key leadership behaviors interact with employees in their current state of empowerment to influence learning and performance. In this paper, we draw from self-determination theory to argue that the way employees perceive a given leadership behavior will differ by dimension of empowerment, and these perceptions impact their intrinsic motivation to learn. Specifically, employees who are high in competence and impact will perceive the leadership behavior of goal clarity as controlling, and be less likely to set learning goals, while those who are high in autonomy and meaning will perceive the same behavior as supportive, and be more likely to set learning goals. In a time-lagged study of 349 salespeople, we find that goal clarity acts as a boundary condition by weakening the relationship between empowerment and learning goal orientation (LGO) for those high on the competence and impact dimensions. As hypothesized, we find that the same behavior of goal clarity actually strengthens the relationship for those high on the autonomy and meaning dimensions. Further, we provide theoretical and empirical evidence that LGO mediates the relationship between empowerment and adaptive selling.     

Size Does Matter: The Effects of Gender on Perceptions of Dating Violence

Previous research has shown that people perceive intimate partner violence (IPV) as more serious in cases involving a male perpetrator and female victim versus other gender combinations. This study is the first to explore reasons for these differences. 181 undergraduates at a U.S. southeastern college rated one of four dating violence vignettes that varied by perpetrator and victim gender. Participants viewed male-on-female violence as more frightening primarily because males are stronger and bigger than female perpetrators. Physical differences were rated as significantly more important causes of fear than other personality/relationship dynamics. Because males are actually stronger and bigger than females, it appears that gendered perceptions of violence are based in real-world knowledge of gender differences, not merely gender stereotypes.     

Can mindfulness overcome the effects of workplace ostracism on job performance?

ABSTRACT

With a basis in the transactional theory of stress and coping, this study investigates the relationship between employees’ exposure to workplace ostracism and their job performance, while also considering the mediating role of acquiescence silence and the moderating role of mindfulness. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that ostracism in the workplace hinders job performance because employees passively withhold relevant ideas about their work due to feelings of acquiescence. The mediating role of acquiescence silence is mitigated if employees can draw from their mindfulness trait. This study accordingly identifies a key mechanism – the passive withholding of pertinent ideas, based on submission – by which workplace ostracism hampers job performance, and it reveals how this process might be contained by encouraging employees’ receptive attention and awareness focused on present experiences.     

It Takes Two to Tangle: Gender Symmetry in Intimate Partner Violence

This study examined the equivalence of male and female intimate partner violence (IPV) across three samples of the New Zealand population (student, general, and incarcerated). Additionally, we compared the attitudes of victims and perpetrators. Findings revealed that although the incarcerated sample experienced a higher frequency of violence, the nature of IPV was similar across the samples. More importantly, our findings showed gender symmetry in IPV with male and female IPV being similar in frequency, severity, and injury. There was, however, some variation in the type of physical abuse acts perpetrated as a function of gender. Furthermore, victims and perpetrators reported similar attitudes and behaviors that differentiated them from participants with no history of physical violence. These included being more hostile, holding traditional gendered beliefs, and lacking communication and anger management skills. A rethinking of how we view IPV is recommended in light of these findings.