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。     

The Price of a Piece of Cheese: Value from Fit Between Epistemic Needs and a Learning Versus an Outcome Focus

In decision making, people can focus on decisional outcomes (outcome focus), but they can also focus on gaining knowledge about the decisional domain (learning focus). Furthermore, people differ in the strength of their epistemic needs—their preference for developing a rich and accurate understanding of the world. We invoke the regulatory fit theory to predict that higher epistemic needs better fit a learning focus than lower epistemic needs, resulting in a greater increase in valuation of the chosen option when a learning rather than an outcome focus is induced. This general hypothesis was tested and supported in three studies, each focusing on a different proxy to epistemic needs. Thus, individuals experienced greater value when they had lower expertise (Study 1), higher need for assessment (Study 2), and higher need for cognition (Study 3) when a learning rather than an outcome focus was induced. Implications for work on epistemic needs, regulatory fit theory, and decision‐making practice are discussed. Copyright © 2011 John Wiley & Sons, Ltd.     

Expatriates’ success in Ethiopia: Empirical evidence on the overlooked impact of cultural value alignment

The present study assessed the impact on the work engagement of expatriates’ personal value orientation alignment with the host country’s national culture. Participants were 231 expatriates from seven countries who are working in Ethiopia (females = 17%; mean age = 36 years, SD = 2.72 years). The expatriates completed measures of personal value orientation, cross-culture adjustment, and work engagement levels. Structural equation modelling analysis indicated expatriates with personal value orientations that align with the host country’s national culture to have a higher work engagement level. Cross-cultural adjustment mediated the relationship between personal value orientation and work engagement. Expatriates’ personal value orientation fit with the host country’s national culture is a resource to accomplish their work successfully.     

The Impact of Regulatory Fit on Performance in an Inattentional Blindness Paradigm

The influence of timing and frequency of instructions on the reasoning of jurors in a simulated grand larceny trial was investigated. Mock jurors were given definitions of grand larceny before and after the testimony, only before, only after, or not at all. Although timing of instructions was not significantly related to reasoning or to verdicts, frequency of instructions influenced the aspects of testimony deemed relevant and increased juror use of legal rules in making verdicts. Selective encoding of testimony could not account for the instruction effect.     

Relationships between various person–environment fit types and employee withdrawal behavior: A longitudinal study

This study investigated the relationships between various person–environment fit types and employees' withdrawal attitudes and behaviors. I collected an initial survey data from 901 employees who had been with their organizations for 6 months at most and whose current organizations were their first employers. Of these respondents, only 297 responded to the second survey, 6 months after the first. The results showed person–job, person–supervisor, and person–organization fits correlated significantly with turnover intention on the first survey. Logistic regression analyses showed only person–organization fit correlated significantly with actual turnover at the time of Survey 2. I discuss implications and limitations of this study.     

The use of person–organization fit and person–job fit information in making selection decisions

Two policy-capturing studies were conducted to investigate how person–organization (PO) fit and person–job (PJ) fit information are weighted and combined when hiring decision makers evaluate job candidates, and how the process is influenced by the position’s characteristics. Regarding the combining process, we detected a nonlinear, conjunctive rule in which a low level of PJ fit was paid more attention, the levels of PO fit and PJ fit interacted, and candidates with moderate levels of PO fit and PJ fit were preferred over those with high and low levels. Regarding the weighting process, we found that PO fit was weighted more heavily for a permanent position, and PJ fit for a fixed-term and/or a knowledge-intensive position. In addition, the position’s contract duration (permanent vs. fixed-term) and task elements (managerial vs. knowledge-intensive) interacted in influencing the weighting of PO fit and PJ fit.     

The effects of managerial regulatory fit priming on reactions to explanations

We investigated the interactive effects of regulatory focus priming and message framing on the perceived fairness of unfavorable events. We hypothesized that individuals’ perceptions of fairness are higher when they receive a regulatory focus prime (promotion versus prevention) that is congruent with the framing of an explanation (gain versus loss), as opposed to one that is incongruent. We also hypothesized that these effects are mediated by counterfactual thinking. Three studies revealed that primed regulatory fit (promotion/gain or prevention/loss) led to higher levels of justice perceptions than regulatory misfit (promotion/loss or prevention/gain). Additionally, “could” and “should” counterfactuals partially mediated the relationship between regulatory fit and interactional justice (Study 3).     

个人-组织匹配的概念、测量策略及应用:基于互动性与灵活性的反思

个人-组织匹配(Person-Organization Fit,简称P-O匹配)的提出契合了组织行为学中人与情境双向互动的研究趋势,同时也符合组织及其成员灵活应对动态格局的现实要求。这种以双边互动性和匹配灵活性为出发点和立足点的研究是P-O匹配的特色所在。然而,目前该领域考察呈现出淡化原有独特立意的倾向。为此,我们在梳理P-O匹配学术背景和社会背景的基础上,强调将互动性和灵活性这两点基本要求融入其概念界定、测量策略的选取及应用课题当中,是为P-O匹配特色的重拾。