推薦の罰則: 功績の認識が低下すると,推薦された従業員に対する援助行動が損なわれます
Teodora K Tomova Shakur1, Rellie Derfler-Rozin2
1Neeley School of Business, Texas Christian University.
The Journal of applied psychology
|February 17, 2026
まとめ
従業員の推薦は,従事者が推薦された雇用者を資格が低いと認識するようになり,潜在的に職場のネガティブな行動を引き起こす可能性があります. この研究は,従業員紹介プログラムの意図しない結果を明らかにしています.
科学分野:
- 組織的行動 組織的行動
- 人力資源管理 人力資源管理
- 社会心理学 社会心理学とは
背景:
- 従業員の推薦は人気のある採用戦略であり,多くの場合,候補者のメリットをシグナルすることを前提としています.
- 既存の従業員 (現職者) が紹介社員に対する認識と反応はよくわかっていない.
- 伝統的な見解は,正当性に関する懸念から生じる潜在的な否定的な認識を無視することがあります.
研究 の 目的:
- 組織の既存企業が,紹介によって雇われた従業員に対してどのように認識し,反応するかを調査する.
- 認識された正当性,メリット,および従来の従業員に対する従事者の行動の間の理論的な関連性を調べる.
- 従業員紹介プログラムが職場の動態に及ぼす意図しない影響を特定する.
主な方法:
- 公平性理論と正当性に関する懸念に基づいた既存の認識を理論化した.
- 推薦基準の産業やポジティブな文化的文脈の従業員をサンプリングした複数の研究を実施しました.
- 雇用された保守的な仮説テスト,高パフォーマンスの紹介された従業員のシナリオを含む.
主要な成果:
- インカムパーンは,推薦受益者を,非推薦社員よりも劣る評価と捉えました.
- 低いメリット認識は,認知された公平性の違反によって引き起こされた,紹介された雇用者に対するより否定的な現役の行動につながりました.
- ネガティブなアトリビューションは,紹介された従業員が高いパフォーマンスを示した場合でも持続しました.
結論:
- 従業員紹介プログラムは,既存の従業員の認識と行動に意図せぬ悪影響を与える可能性があります.
- 合法性と公平性の侵害が認められていることは,紹介された雇用者に対する現職者の反応において重要な役割を果たしています.
- 調査結果は,推薦は常にメリットを示し,職場でのポジティブな結果をもたらすという前提に異議を唱える.
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