员工非伦理行为如何招致同事攻击:道义公正视角

通过整合理性判断与道义公正模型,聚焦非伦理行为实施者被同事攻击的现象,提出员工的非伦理行为导致同事道义不公正,进而引发同事的攻击行为。并且,这个过程分别受到伦理领导的正向影响和任务互依性的负向影响。通过分析265组来自浙江省一家大型制造企业一线员工的双点数据,结果表明同事道义不公正在员工非伦理行为与其被同事攻击之间起到了中介作用;伦理领导正向调节了非伦理行为对同事道义不公正的影响,即伦理领导增强了员工非伦理行为对同事道义不公正的正向作用,从而导致同事攻击行为的产生;任务互依性负向调节了同事道义不公正与攻击行为之间的正向关系,并且减弱了同事道义不公正在员工非伦理行为与攻击行为之间的中介作用。研究结果为控制和预防职场非伦理行为提供了理论依据和实践启示。     

Satisfaction et confort au travail. L’apport de la démarche implicative

A large body of research has investigated the psycho-organizational variables predicting satisfaction at work, but few studies have so far examined variables in the field of environmental psychology. Our study aims first to identify the impact of variables evaluating comfort at work (satisfaction with the work environment, attachment to the workplace) by comparing them with organizational variables known to be related to job satisfaction, and then to rank the relationships between these variables in a pseudo- implication sequence, based on statistical implicative analysis. The study involved 105 bank employees and confirms our theoretical model, showing that job satisfaction can be explained implicatively by the three other variables [(Comfort/Functionality => Control/privacy) => Workplace attachment] => job satisfaction.     

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。     

秒回?信息通讯技术时代的职场通讯压力

职场通讯压力是指员工想要快速回复基于信息通讯技术(information and communication technology, ICT)的工作消息而体验到的紧迫性, 现有研究对其成因及影响路径的探讨较为零散且缺乏系统性认识。基于工作要求-资源模型并结合努力-恢复模型, 讨论作为工作要求的ICT使用以及作为个人要求/资源的个体因素对职场通讯压力的前因作用; 探讨职场通讯压力因阻碍恢复活动而对员工身心健康以及工作和家庭领域产生的消极影响, 以期增进对职场通讯压力的全面了解, 丰富现有研究对ICT使用后果的认识, 并为未来研究的展开以及员工职业心理健康干预实践提供参考。     

Religiosity and Secular and Ascetic Deviance

According to the antiascetic hypothesis, religiosity should be strongly related to behaviors that violate ascetic standards (getting drunk and using marijuana), but only weakly related to behaviors that violate social standards (violence and stealing). Using the second wave of the National Study of Youth and Religion, I tested the antiascetic hypothesis using a question about the most important basis for deciding what is morally right or wrong. Contrary to the antiascetic hypothesis, individuals who believe that God's law is the most important for deciding what is morally right or wrong, compared to those who believe that society is the most important, are not less likely to get drunk or use marijuana. Furthermore, for getting drunk and marijuana use, differences in behavior are not the result of different ethical standards (ascetic or social), but rather differences in the willingness to uphold those standards (is it OK to break moral rules).     

Open Workplace Climate and LGB Employees' Psychological Experiences: The Roles of Self‐Concealment and Self‐Acceptance

This study explores how an environmental factor (i.e., a perceived open climate) shapes lesbian, gay, and bisexual (LGB) employees' job satisfaction and job anxiety through the mediating role of self‐concealment. It also investigates the moderating role of self‐acceptance. Results from 315 LGB employees supported the conclusion that a perceived open climate for minority sexuality increased job satisfaction and decreased job anxiety. The open climate–job anxiety relationship was mediated by self‐concealment, and both stages of this mediation process were moderated by self‐acceptance. These findings offer useful insights for counselors and managers to help LGB individuals improve their workplace psychological experiences.     

Abusive supervision,leader-member exchange,and moral disengagement: A moderated-mediation model of organizational deviance

This paper draws from social exchange theory and social cognitive theory to explore moral disengagement as a potential mediator of the relationship between abusive supervision and organizational deviance. We also explore the moderating effect of leader-member exchange (LMX) on this mediated relationship. Results indicate that employees with abusive supervisors engaged in moral disengagement strategies and subsequently in organizational deviance behaviors. Additionally, this relationship was stronger for those higher in LMX. Important implications for management research and practice are discussed.     

Discrete emotions linking abusive supervision to employee intention and behavior

Drawing on appraisal theories of discrete emotions, we propose and test a model in which abusive supervision directed toward oneself and toward work unit peers (coworker abusive supervision) are interactively related to generalized feelings of shame, anger, and fear. These discrete emotions, in turn, tend to precipitate distinct responses that do not directly target the supervisor. We tested our hypotheses with a three-wave, time-lagged survey of 285 full-time workers from 55 work units. Consistent with our theorizing, supervisory abuse was associated with stronger feelings of shame while at work when the abusive supervision reported by one's coworkers was lower (vs. higher), whereas abuse had a stronger association with anger when coworkers also perceived relatively high levels of abuse. The distinct action tendencies associated with shame and anger are related to employees engaging in less voice behavior and more interpersonal deviance, respectively, and fear is related to higher turnover intentions. We discuss the study's implications for theory development concerning abusive supervision.     

Loyal peripherals? The interactive effects of identification and peripheral group membership on deviance from non-beneficial ingroup norms

For ensuring the well-being of groups, people are needed who deviate from ingroup norms that harm the group (“loyal deviance”). Qualifying previous results that loyal deviants have to be highly identified with the group, we hypothesize and show that this is only true when group members at the same time feel that they are highly prototypical for the group. No such effects occurred for peripheral members. In all three studies (N1 = 207, N2 = 115, N3 = 107), we measured people's intention to conform to a non-beneficial (vs. beneficial; Study 1) ingroup norm, self-investment in the group, and perceived (manipulated in Study 3) marginalization. Obviously, dissent from non-beneficial norms requires both a deep psychological investment in the group as well as secure ingroup membership. Implications are discussed.