从倦怠到行为:情绪智能的黑暗面在三个管理层的最佳运作
Samira A Sariraei1, Or Shkoler2, Dimitris Giamos1
1Department of Human Resources Management, HEC Montreal, Montreal, QC, Canada.
Frontiers in psychology
|May 6, 2024
概括
倦怠预测了动机和工作行为. 令人惊的是,情绪智力恶化了倦怠-动机的联系,揭示了管理层面的潜在下降.
科学领域:
- 组织心理学 组织心理学
- 管理学研究 管理学研究
背景情况:
- 倦怠通常被视为员工功能障碍的结果.
- 这项研究探讨了倦怠作为工作场所行为预测的因素.
- 检查了自主和受控的动机来源作为调解者.
研究的目的:
- 评估燃烧作为组织公民行为和工作不当行为的预测指标.
- 研究作为调解机制的自主和受控动机.
- 检查情绪智能的缓冲效应在不同的管理层.
主要方法:
- 调查了840名罗马尼亚管理人员 (初级,中级和高级) 的样本.
- 使用调节调解框架来分析数据.
- 这项研究考察了倦怠,动机和情绪智力之间的相互作用.
主要成果:
- 发现倦怠预测了动机,这反过来又预测了工作行为.
- 情绪智能意外地放大了倦怠和动机之间的负面关系.
- 管理层影响了这些关系,显示了细微的差异.
结论:
- 这项研究揭示了倦怠,动机和情绪智力之间的复杂关系.
- 结果为干预提供了理论和实际见解.
- 在某些情况下,情绪智能可能有"黑暗面".
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