工作场所不文明行为受害者向实施者反转的机制

doi:10.3724/SP.J.1042.2018.01307

摘要/Abstract

摘要：

梳理和归纳了导致工作场所不文明行为的受害者反转为实施者的组织事件, 包括团队层次的不作为领导行为和领导不文明行为以及个体层次的同事不文明行为。借助事件系统理论对受害者反转为实施者的认知过程进行了说明, 如果组织事件的强度足够引起受害者的控制化信息加工, 则其可能改变自己的原有行为进而实施工作场所不文明行为; 根据社会信息加工理论, 受害者的控制化信息加工可以通过三条路径实现, 即学习过程, 归因过程和道德判断过程。建议未来研究进一步探讨情绪和认知两者在不文明行为受害者角色反转中的作用, 以及工作领域之外的因素在其中的作用, 并且能够使用日记研究法进行验证; 未来研究还可以探讨工作场所不文明行为的旁观者反转为实施者的机制。

关键词: 不文明行为, 事件系统理论, 社会学习, 归因理论, 道德判断

Abstract:

We reviewed and summarized organizational events that can potentially affect how victims of workplace incivility become instigators, including supervisor inaction, supervisor incivility, and coworker incivility. Based on the event system theory, we explained the cognitive process through which victims of workplace incivility become instigators. Specifically, if organizational events are strong enough to influence victims’ controlled information processing, the victims might change their original behavioral pattern and engage uncivil behaviors. Based on the social information processing theory, victims’ controlled information processing includes three different paths, including social learning, attribution, and moral judgment. We suggest future studies explore the role of other factors in the process of transmission from victims of workplace incivility to instigators, such as emotion, cognition, and factors outside the workplace. Daily diary method can be used to examine these processes. Furthermore, we encourage researchers to explore how witnesses of workplace incivility might also become instigators.

Key words: workplace incivility, event system theory, social learning, attribution, moral judgment

中图分类号:

B849:C93

严瑜, 李彤. (2018). 工作场所不文明行为受害者向实施者反转的机制. 心理科学进展 , 26(7), 1307-1318.

YAN Yu, LI Tong. (2018). An analysis of the reverse mechanism how the victim turn into an instigator on workplace incivility. Advances in Psychological Science, 26(7), 1307-1318.

图/表 9

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层次	视角	研究	影响因素	中介/调节变量	结果变量	相关理论/概念
团队	领导	Harold & Holtz, 2015	消极领导	中介: 员工的工作场所不文明行为经历	员工的工作场所不文明行为	社会互动理论/不文明行为的螺旋效应(Andersson & Pearson, 1999)
团队	领导	Meier & Gross, 2015	领导不文明行为	调节: 目标者的状态 (倦怠), 自我调控能力, 时间	指向领导的报复性不文明行为	①社会互动理论/ 不文明行为的螺旋效应 ②情感事件理论 (Weiss & Cropanzano, 1996)
个体	受害者	Gallus et al., 2014	工作场所不文明行为经历	调节: 性别, 组织氛围	不文明行为的实施	社会互动理论/ 不文明行为的螺旋效应
		Harold & Holtz, 2015	工作场所不文明行为经历	调节: 消极领导行为	工作场所不文明行为	社会互动理论/ 不文明行为的螺旋效应
		Rosen, Koopman, Gabriel, & Johnson, 2016	员工的工作场所不文明行为经历	中介: 自我控制控制: 组织政治感知, 解释水平	工作场所不文明行为的实施	自我损耗理论(Baumeister, Bratslavsky, Muraven, & Tice, 1998)

层次	视角	研究	影响因素	中介/调节变量	结果变量	相关理论/概念
团队	领导	Harold & Holtz, 2015	消极领导	中介: 员工的工作场所不文明行为经历	员工的工作场所不文明行为	社会互动理论/不文明行为的螺旋效应(Andersson & Pearson, 1999)
团队	领导	Meier & Gross, 2015	领导不文明行为	调节: 目标者的状态 (倦怠), 自我调控能力, 时间	指向领导的报复性不文明行为	①社会互动理论/ 不文明行为的螺旋效应 ②情感事件理论 (Weiss & Cropanzano, 1996)
个体	受害者	Gallus et al., 2014	工作场所不文明行为经历	调节: 性别, 组织氛围	不文明行为的实施	社会互动理论/ 不文明行为的螺旋效应
		Harold & Holtz, 2015	工作场所不文明行为经历	调节: 消极领导行为	工作场所不文明行为	社会互动理论/ 不文明行为的螺旋效应
		Rosen, Koopman, Gabriel, & Johnson, 2016	员工的工作场所不文明行为经历	中介: 自我控制控制: 组织政治感知, 解释水平	工作场所不文明行为的实施	自我损耗理论(Baumeister, Bratslavsky, Muraven, & Tice, 1998)

前因事件	事件强度			事件空间	事件时间
前因事件	新颖性	破坏性	危机性	事件空间	事件时间
不作为领导行为	破坏期望	情绪资源	领导支持/归属感	自上而下	持续时间较长
领导不文明行为	破坏期望/违背职场规范	情绪资源	领导支持/归属感	自上而下	持续时间较短
同事不文明行为	破坏期望/违背职场规范	情绪资源	人际关系	单级	持续时间较短

前因事件	事件强度			事件空间	事件时间
前因事件	新颖性	破坏性	危机性	事件空间	事件时间
不作为领导行为	破坏期望	情绪资源	领导支持/归属感	自上而下	持续时间较长
领导不文明行为	破坏期望/违背职场规范	情绪资源	领导支持/归属感	自上而下	持续时间较短
同事不文明行为	破坏期望/违背职场规范	情绪资源	人际关系	单级	持续时间较短

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