摘要
无礼行为在工作场所中广泛存在,但由于其强度低、意图模糊等特征,从而使组织很难有效地甄别、预防或控制它。在总结工作场所无礼行为已有研究成果的基础上,笔者展开了下列三方面的工作:首先,厘清无礼行为与其他相关不良行为的概念边界;其次,梳理了工作场所无礼行为的相关理论模型的发展进程,主要介绍情绪认知评价理论模型、情感事件理论模型和无礼行为的情绪反应模型;最后,基于目前研究存在的问题和不足,主张建构一个以认知和情绪反应为中介,以社会文化、人格和组织因素为调节变量的无礼行为的模型,并建议未来的研究运用纵向实验设计的方法来确定各变量之间的因果走向,以求进一步丰富、完善和深化无礼行为的发展机制模型。
There is no shortage of uncivil behavior in the workplace. Workplace incivility occurs frequently and has a lasting negative impact on workers and the organization. An unfortunate aspect of incivility is that it can occur at a low relative frequency and is particularly difficult to extinguish. We summarize the existing research and developed a model of workplace incivility to provide a framework for furthering theoretical and methodological developments. To build the model we first clarified the conceptual boundaries incivility and other deviant behaviors emitted in the workplace. Second, the model of workplace incivility was integrated and grounded in the theories of： cognitive appraisal of emotion, affect events, and emotional reactions. Finally, our work constructs a more integrated model of workplace incivility, in which a cognitive and emotional reaction functions as a mediating variables while personality and organizational factors serve as moderating variables. Our results advance workplace mistreatment theory and research while providing practical strategies for organizations to employ in order to maintain a civil working environment. We conclude that future studies should make use of longitudinal experimental designs to determine the causal trend among variables while attending to culture differences.
出处
《心理科学进展》
CSSCI
CSCD
北大核心
2014年第1期150-159,共10页
Advances in Psychological Science
基金
武汉大学自主科研项目(人文社会科学)研究成果
"中央高校基本科研业务费专项资金"
武汉大学高水平国家期刊论文培育项目(2012GSP059)资助
关键词
工作场所无礼行为
情绪认知评价理论
情感事件理论
情绪反应模型
认知
情绪
workplace incivility
cognitive appraisal theory of emotion
affect events theory
emotional reaction model
cognition
emotion
