当差异点燃说话时:态度不相似和感知地位冲突对员工声音的对比影响
Yumi Ko1, Myung-Ho Chung1, Jeeyoung Kim1
1Ewha School of Business, Ewha Womans University, 52-Ewhayeodae-gil, Seodaemun-gu, Seoul 03760, Republic of Korea.
Behavioral sciences (Basel, Switzerland)
|December 30, 2025
概括
员工在心理所有权和工作压力的差异导致沉默,而在感知地位冲突的差异鼓励说话. 这项研究探讨了态度差异如何影响工作场所的声音.
科学领域:
- 组织行为 组织行为
- 社会心理学 社会心理学
- 管理科学 管理科学
背景情况:
- 社会比较和归因理论为了解员工在群体中的行为提供了框架.
- 工作组内的态度不相似性会影响个人表达想法或关切的意愿.
- 不相似性对语音行为的影响是复杂的,可能取决于所感知的差异的性质.
研究的目的:
- 调查态度差异,特别是心理所有权,工作压力和感知地位冲突,如何影响员工的语音行为.
- 区分个人层面和结构层面的态度差异以及它们对发言的影响.
- 在工作场所语音的背景下,将归因推理纳入社会比较过程中.
主要方法:
- 这项研究利用了来自韩国39个工作组的202名员工的多来源数据.
- 使用等级回归分析来检查不同类型的不相似性和语音行为之间的关系.
- 态度不相似性在个人 (心理所有权,工作压力) 和结构 (感知地位冲突) 层面上被概念化.
主要成果:
- 在心理所有权和职业压力方面,个人层面的差异与员工愿意发言的意愿有负面关系.
- 感知地位冲突的结构层次差异与员工的语音行为有积极的关系.
- 归因方向 (内部与外部) 显著缓解了不相似性对语音的影响.
结论:
- 态度不相似的行为结果取决于个人是否将差异归因于他们自己或社会系统.
- 该研究基于态度差异及其对声音的影响,确定了"隐形少数" (沉默) 和"喧的少数" (声音).
- 通过突出归因推理在社会比较中的作用和理解工作场所中多样化的少数群体动态,这些发现有助于语音文学.
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