Exploring the Boundary Conditions and the Mechanisms Linking Coworker Negative Emotional Expressions to Employee Prohibitive Voice and Interpersonal Deviance

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2021-08-25 DOI:10.1080/08959285.2021.1968865

Mayya Achyldurdyyeva, Nai‐Wen Chi, Pei-Chi Chen

引用次数: 1

Abstract

ABSTRACT The present study is designed to clarify when coworkers’ negative emotional expressions lead to prohibitive voice or interpersonal deviance, as well as the mechanisms that explain these associations. We collected data from 60 employees and their coworkers across 10 working days (resulting in 588 paired surveys). The results show that: (1) when employees are proactive, the indirect effect between coworker negative emotional expressions and employee prohibitive voice via daily prevention focus is positive while the indirect effect become negative when employees are less proactive; and (2) when employees are low in agreeableness, the indirect effect between coworker negative emotional expressions and employee interpersonal deviant behaviors via employee daily negative emotions is positive. However, this positive indirect effect is weakened when employees are more agreeable.

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同事负面情绪表达与员工禁言、人际越轨行为的边界条件及机制探讨

摘要本研究旨在阐明同事的负面情绪表达何时会导致令人望而却步的声音或人际关系异常，以及解释这些关联的机制。我们在10个工作日内收集了60名员工及其同事的数据（共进行了588次配对调查）。研究结果表明：（1）当员工积极主动时，同事的负面情绪表达与员工通过日常预防焦点发出的禁止性声音之间的间接效应是积极的，而当员工不积极主动时间接效应变为消极的；（2）当员工的宜人性较低时，通过员工日常的负面情绪，同事的负面情绪表达与员工人际越轨行为之间的间接效应是正向的。然而，当员工更随和时，这种积极的间接影响就会减弱。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.