好吧,这是一个粗鲁的交换! 多项研究对信任作为网络欺凌或网络不文明受害和工作中的关系结果之间的调解者进行了多项研究
Gary W Giumetti1, Robin M Kowalski2
1Quinnipiac University, Hamden, Connecticut, USA.
Aggressive behavior
|March 16, 2026
概括
网络不文明和网络欺凌等在线虐待侵蚀了对领导人的信任,对监督员的满意度和组织公民行为 (OCB) 产生了负面影响. 信任是减轻这些有害工作场所影响的关键.
科学领域:
- 组织行为 组织行为
- 网络心理学 网络心理学
- 工作场所动态工作场所动态
背景情况:
- 在线虐待,包括网络无礼和网络欺凌,在专业环境中构成了越来越大的挑战.
- 社会交换理论为理解受公平和信任感影响的关系动态提供了一个框架.
研究的目的:
- 调查信任在线虐待与工作场所结果之间的关系中的调解作用.
- 检查网络不文明和网络欺凌对主管满意度,组织公民行为 (OCB) 和反生产性工作行为 (CWB) 的影响.
主要方法:
- 两项实验涉及员工参与者,他们接触到不同的在线通信场景.
- 一项纵向实地研究,313名就业成年人完成了多个调查波.
主要成果:
- 网络不文明和网络欺凌显著降低了被认为是领导人的可信度.
- 领导者更高的可信度与监管者满意度和OCBs的增加,以及CWBs的减少有关.
- 发现信任能够调解在线虐待对监管者满意度和OCBs的负面影响.
结论:
- 信任是网络工作场所攻击和关系结果之间的关联的关键调解者.
- 组织应优先培养信任,以抵消网络不文明和网络欺凌的有害影响.
- 旨在减少在线虐待和建立信任的干预措施对于健康的工作环境至关重要.
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