心理学进展

Vol.42.asp; No.11&12 (March 2014)

组织中的人际伤害行为
Interpersonal Harming in Workplace

 

作者:

李成艳 , 段锦云 :苏州大学教育学院心理系,苏州

 

关键词:

人际伤害人际帮助反生产行为组织公民行为社会比较理论Interpersonal Harming Interpersonal Helping Counterproductive Behavior Citizenship Behavior Social Comparison Theory

 

摘要:

人际伤害行为是人际导向的反生产行为,它违背组织中其他成员正当利益,具体行为表现包括争吵、肢体冲突、背后议论他人、干涉他人的工作、剽窃他人成果等。个体因素(消极情绪、认知评价、人格特质)和环境因素都会影响人际伤害行为的发生。本研究从社会网络框架、社会比较、社会支配取向价值观(SDO)、心理集体主义等角度解释了人际伤害行为的发生机制。最后展望了将来人际伤害行为的研究方向。

Interpersonal harming behavior is the interpersonal-direct counterproductive behavior. It is contrary to the legitimate interests of the other members of the organization, for example, arguing, physical conflict, talking behind others, interference with the work of others and plagiarizing findings. Both individual factors (negative emotions, cognitive assessment, personality traits) and environmental factors affect the occurrence of interpersonal harming behavior. This paper introduced the mechanism of interpersonal harming behavior, which included the framework of the social network, social comparison, social dominance orientation values (SDO), and psychological collectivism. Finally, this paper prospected the follow-up study.

文章引用:

李成艳 , 段锦云 (2014) 组织中的人际伤害行为。 心理学进展, 4, 350-358. doi: 10.12677/AP.2014.42050

 

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