在工作中呼叫和帮助行为的形式:作为调解者的心理权利和道德义务
Sang Woo Park1, Young Woo Sohn1
1Department of Psychology, Yonsei University, Seoul 03722, Republic of Korea.
Behavioral sciences (Basel, Switzerland)
|November 27, 2024
概括
在工作中打电话可以导致不道德的行为和积极的行动. 该研究发现,呼叫的强度,而不是类型,影响了不道德的亲组织行为 (UPB) 和组织公民行为 (OCB) 等结果.
科学领域:
- 组织行为 组织行为
- 心理学 心理学 心理学
- 商业道德 商业道德
背景情况:
- 呼唤被概念化为具有现代和新古典的形式.
- 现有的研究缺乏关于这些形式是否在机制和结果上有所不同的共识.
- 了解呼叫,员工行为和道德考虑之间的关系至关重要.
研究的目的:
- 检查现代和新古典呼叫与非道德的亲组织行为 (UPB) 和组织公民行为 (OCB) 的间接关系.
- 研究心理权利和道德义务在这些关系中的调解作用.
- 根据召唤的形式来确定心理权利和道德义务是否以不同的方式进行调解.
主要方法:
- 一项涉及韩国463名员工的定量研究.
- 数据是在两个时间点收集的,间隔一个月.
- 统计分析检查心理权利和道德义务的调解效应.
主要成果:
- 现代和新古典的呼唤都通过心理权利间接地与UPB联系在一起.
- 这两种形式的调用都通过道德义务间接与OCB联系在一起.
- 根据呼叫的形式,在调解的规模上没有发现显著的差异.
结论:
- 打电话表现出双重性质,影响员工的积极和消极行为.
- 员工呼召的强度可能是一个比其特定形式 (现代与新古典) 更重要的因素.
- 强调考虑了解工作场所行为的电话电话的强度的重要性.
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