没有人性化但有作用的? 什么时候以及如何组织的非人性化调解虐待监督对倦怠和人际互助行为的影响
Wen Zhang1, Liu-Qin Yang2, Miaosi Li3
1Faculty of Psychology, University of International Relations.
Journal of occupational health psychology
|December 18, 2025
概括
滥用监督导致员工倦怠,并通过组织的非人性化减少了帮助行为. 员工的自我效能可以缓冲这些负面影响,突出人类代理人在工作场所动态中的作用.
科学领域:
- 组织心理学 组织心理学
- 社会心理学 社会心理学
背景情况:
- 滥用监管会对员工的福祉和绩效产生负面影响.
- 现有的研究往往侧重于资源或正义理论.
研究的目的:
- 检查将滥用监督与员工倦怠和帮助行为联系在一起的心理机制.
- 调查组织非人化,非真实性和无能感的调解角色.
- 探索员工慢性自我效能的缓解效应.
主要方法:
- 两项纵向研究 (中国,N=203;北美,N=314) 使用监督员-员工对称.
- 三波和四波的时间延迟设计.
- 统计调解和调节分析.
主要成果:
- 组织的非人性化调解了滥用监督和倦怠和帮助行为之间的联系.
- 确定了涉及组织非人化,不真实性和无能感的连续调解途径.
- 员工的慢性自我效能调节了这些串行介导效应.
结论:
- 通过结合人类代理来扩展非人化理论.
- 强调组织的非人性化作为滥用监督的关键调解者.
- 强调自我有效性在减轻负面监管影响方面的重要性.
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