解决恐惧症:支持系统和组织实践的影响
Hassan Hessari1, Peter Busch2, Stephen Smith2
1Department of Business Information Technology, Pamplin College of Business, Virginia Tech, Blacksburg, VA, USA.
Psychology, health & medicine
|October 23, 2024
概括
这项研究表明,支持性领导和人力资源管理 (HRM) 实践可以减少工作场所的恐惧症 (手机焦虑). 然而,同事的支持意外地增加了它,突出了复杂的社会动态.
科学领域:
- 组织心理学 组织心理学
- 职业健康 职业健康 职业健康
背景情况:
- 无人恐惧症,或担心没有手机,是越来越多的工作场所的担忧.
- 拓宽和构建理论为理解其心理基础提供了一个框架.
研究的目的:
- 调查影响职场恐惧症的因素.
- 检查支持性领导,同事支持,人力资源管理实践和情感承诺在减轻恐惧症中的作用.
主要方法:
- 一项涉及教育机构393名员工的定量研究.
- 结构方程建模 (SEM) 用于分析数据和测试假设.
主要成果:
- 通过改善人力资源管理实践和情感承诺,支持性领导力显著减少了恐惧症.
- 发现同事的支持增加了恐惧症,与假设相反.
- 人力资源管理实践在减少恐惧症方面比情感承诺更有效.
结论:
- 支持性领导和强有力的HRM实践是减少职场恐惧症的关键.
- 组织应该注意同事互动如何影响智能手机成.
- 干预措施应侧重于增强领导力和人力资源管理,以改善员工福祉和减少恐惧症.
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