一个以人为中心的方法在工作中表现不好:对工作场所偏差模式的检查
Bailey Bigelow1, Jason Kautz2, Nichelle C Carpenter3
1Rucks Department of Management, E. J. Ourso College of Business, Louisiana State University.
The Journal of applied psychology
|May 30, 2024
概括
这项研究使用以人为中心的方法确定了五种不同的职场偏差行为类别,超越了传统的以变量为中心的方法. 这些课程展示了与人格特征和工作场所结果的独特联系.
科学领域:
- 组织心理学 组织心理学
- 行为科学 行为科学
背景情况:
- 关于工作场所偏差的传统研究经常使用以变量为中心的方法,可能会忽视复杂的行为模式.
- 现有的框架可能无法捕捉个体表现出的偏差行为细微组合.
研究的目的:
- 探索不同的人为中心的工作场所偏差类别的存在.
- 调查这些已识别的类别是否在它们的前代和相关方面有所不同.
主要方法:
- 研究1:对20个独立样本 (N=6,218) 进行多层次隐性类别分析,以确定偏差类别.
- 研究2:时间延迟研究 (N=553) 验证类和检查先例/相关性.
主要成果:
- 五种不同的职场偏差类别出现,支持以人为中心的观点.
- 这些类别在先例 (例如,虐待监督,人格特征,权利) 和相关性 (例如,组织公民行为,营业额意图,工作表现,工作满意度) 中表现出显著差异.
结论:
- 以人为中心的方法揭示了工作场所偏差的有意义的类型学.
- 了解这些不同的偏差类提供了对员工行为及其影响的更全面的了解.
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