概括
工作场所的不真实性促使员工积极捍卫他们的真实自我,导致组织的愤世嫉俗. 这是因为不真实会导致个人价值观与组织价值观之间断绝联系.
科学领域:
- 组织和社会心理学组织和社会心理学.
- 工作场所行为和员工态度
背景情况:
- 传统观点:工作场所的虚伪是被动地忍受 (组织心理学) 或对真实的自我构成威胁 (社会心理学).
- 桥梁观点:本研究整合了这些观点,以探索对不真实性的积极防御机制.
研究的目的:
- 调查工作场所的虚伪是否会触发积极的防御机制,特别是组织的愤世嫉俗.
- 为了确定是否感知到人-组织价值不一致性调解这种关系.
- 通过多种不同的方法,在多项研究中测试这些预测.
主要方法:
- 六项研究 (N=2,844) 使用实验性因果链,交叉滞后和时间滞后设计.
- 利用操纵和测量的变量来发现工作场所的不真实性,价值不一致性和组织的愤世嫉俗.
- 对特征的愤世嫉俗和负面情感性进行控制;包括多元文化和行为措施.
主要成果:
- 经过实验操纵的不真实性导致感知到价值不一致,这反过来又预测了组织的愤世嫉俗.
- 实地研究证实了虚伪,价值不一致和愤世嫉俗之间的联系,即使控制了其他因素.
- 结果始终支持价值不一致的调解作用,排除负面影响作为主要驱动因素.
结论:
- 个人通过发展组织的愤世嫉俗,积极应对工作场所的不真实性.
- 这种应对机制源于个人和组织价值观之间的感知不一致.
- 员工从事道德上剥夺合法性的表达和颠覆性的行为,作为对不真实的反应.
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