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The dissolution of intimate relationships presents complex emotional and psychological challenges, particularly when emotional bonds are strong, the relationship is long-standing, and perceived alternatives are limited. This distress often intensifies in romantic breakups, where the initiator may experience greater turmoil than the rejected partner. Contributing factors include residual attachment, guilt over causing pain, and uncertainty about how to manage the situation. The stress is further...
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破坏性领导和组织承诺之间的双向关系.

Jorge A Elgueta1, Martin Grill1

  • 1Department of Psychology, University of Gothenburg, Gothenburg, Sweden.

Frontiers in psychology
|October 8, 2025
PubMed
概括

破坏性领导力会随着时间的推移对组织的承诺产生负面影响. 相反,组织承诺较低可能会加剧破坏性领导行为,在工作场所产生有害的循环.

科学领域:

  • 组织心理学 组织心理学
  • 领导力研究 领导力研究
  • 人力资源管理 人力资源管理

背景情况:

  • 破坏性领导行为对组织健康构成重大威胁.
  • 员工的组织承诺对于积极的工作环境至关重要.
  • 这两个结构之间的纵向关系需要进一步研究.

研究的目的:

  • 检查破坏性领导和组织承诺之间的相互,纵向关系.
  • 确定破坏性领导的初始水平是否预测了随着时间的推移组织承诺的变化.
  • 评估最初的组织承诺是否预测破坏性领导的变化.

主要方法:

  • 在18个月的时间里,采用了纵向研究设计.
  • 瑞典地方政府组织的582名员工在四个时间点接受了自我评价问卷.
  • 用第二级并行过程潜伏增长曲线模型来分析数据.

主要成果:

  • 最初的破坏性领导负面地预测了组织承诺的后续变化.
  • 最初的组织承诺负面地预测了随后的破坏性领导力变化.
  • 破坏性领导的变化与组织承诺的同时变化有着强烈而负面的关联.

结论:

关键词:
破坏性的领导力破坏性的领导力.工业心理学 工业心理学工作需求-资源模型隐藏的增长曲线建模.纵向研究是指纵向研究.组织承诺 组织承诺心理社会工作环境 工作环境自决理论 自决理论

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  • 破坏性领导力会破坏员工的组织承诺,对工作环境产生负面影响.
  • 低的组织承诺可以加剧破坏性的领导行为,创造一个负面的反循环.
  • 针对破坏性领导的干预措施对于培养员工承诺和改善组织运作至关重要.