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相关概念视频

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A modern form of aggression is bullying. As you learn in your study of child development, socializing and playing with other children is beneficial for children’s psychological development. However, as you may have experienced as a child, not all play behavior has positive outcomes. Some children are aggressive and want to play roughly. Other children are selfish and do not want to share toys. One form of negative social interactions among children that has become a national concern is...
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Obedience01:08

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According to obedience research, we may harm others under the forceful pressures of an authority figure (Milgram, 1974). How about if the inappropriate orders were delivered with less force? The increasing interdependence between nurses and physicians compelled Hofling and his colleagues to explore nurses’ reactions to a potentially harmful medical request made by the perceived authority figure, the doctor (Hofling, Brotzman, Dalrymple, Graves, & Pierce, 1966). In this situation,...
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Conduct disorder is a complex mental health diagnosis characterized by a repetitive and persistent pattern of behavior that violates societal norms, the rights of others, or age-appropriate rules. The diagnostic criteria for conduct disorder require the presence of at least three problematic behaviors within the past 12 months, with at least one occurring in the past six months. These behaviors are grouped into four categories: aggression toward people and animals; destruction of property;...
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Secondary Motives: Affiliation Motivation and Aggression Motivation01:21

Secondary Motives: Affiliation Motivation and Aggression Motivation

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Affiliation motivation is the intrinsic desire to connect with others and belong to a social group, which plays a crucial role in forming and maintaining personal relationships. This type of motivation is essential for psychological well-being, as it provides individuals with a sense of community and support. An example of this is a student who joins a study group in order to feel a sense of connection. People with high affiliation motivation actively seek social approval, take satisfaction in...
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Stereotype Content Model02:16

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The Stereotype Content Model (SCM) was first proposed by Susan Fiske and her colleagues (Fiske, Cuddy, Glick & Xu, 2002; see also Fiske, 2012 and Fiske, 2017). The SCM specifies that when someone encounters a new group, they will stereotype them based on two metrics: warmth—or that group’s perceived intent, and how likely they are to provide help or inflict harm—and competence—or their ability to carry out that objective. Depending on the warmth-competence...
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Aggression01:47

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Humans engage in aggression when they seek to cause harm or pain to another person. Aggression takes two forms depending on one’s motives: hostile or instrumental. Hostile aggression is motivated by feelings of anger with intent to cause pain; a fight in a bar with a stranger is an example of hostile aggression. In contrast, instrumental aggression is motivated by achieving a goal and does not necessarily involve intent to cause pain (Berkowitz, 1993); a contract killer who murders for...
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相关实验视频

Updated: Jul 1, 2025

The Resident-intruder Paradigm: A Standardized Test for Aggression, Violence and Social Stress
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无礼,欺凌和滥用监督:三方规模发展研究

H Canan Sümer1, Aslı Göncü-Köse2, Yonca Toker-Gültaş3

  • 1Özyeğin University.

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概括

研究人员开发并验证了新的尺度,以在非西方背景下衡量工作场所的不文明,骚扰和滥用监督. 这些经过验证的指标表明了区别性,并预测了员工的倦怠和承诺.

关键词:
规模发展的发展.土耳其 土耳其 土耳其 土耳其 土耳其 土耳其 土耳其 土耳其 土耳其滥用的监督 滥用的监督测量过程中的测量.暴行 暴行 暴行 暴行 暴行 暴行新传统的新传统.工作人员人员人员人员人员.幸福感就是幸福感.工作场所的不文明行为

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The Social Dimension of Stress: Experimental Manipulations of Social Support and Social Identity in the Trier Social Stress Test
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相关实验视频

Last Updated: Jul 1, 2025

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科学领域:

  • 组织心理学 组织心理学
  • 跨文化管理 跨文化管理
  • 工作场所行为研究 工作场所行为研究

背景情况:

  • 现有的工作场所虐待措施可能无法完全捕捉非西方文化背景中的细微差别.
  • 需要文化敏感的工具来评估工作场所的不文明,骚扰和滥用监督.
  • 土耳其为研究工作场所动态提供了一个独特的新传统背景.

研究的目的:

  • 在土耳其制定和验证文化敏感措施,以应对工作场所的不礼貌,骚扰和滥用监督.
  • 评估新开发的尺度的构造有效性和操作独特性.
  • 检查这些尺度关于倦怠和组织承诺的预测有效性.

主要方法:

  • 在三项研究中采用了定性 (焦点小组) 和定量 (调查) 方法.
  • 利用探索性和确认性因子分析进行规模开发和改进.
  • 通过与现有措施的关联和预测结果变量的评估规模有效性.

主要成果:

  • 成功开发并验证了适合非西方背景的职场不文明,骚扰和虐待监督的尺度.
  • 确定了新天平的构造有效性和操作特色.
  • 证明了尺度能够预测倦怠和组织承诺的能力,每种虐待类型的贡献均相当.

结论:

  • 开发的尺度提供了一个文化细微的方法来衡量工作场所的虐待.
  • 这些尺度在操作上是截然不同的,有效的员工福利和承诺的预测指标.
  • 调查结果表明,这些尺度在土耳其以外的其他新传统组织环境中可能适用.