病人虐待与新护士适应：反刍和工作投入的作用

IF 4.5 2区管理学 Q1 MANAGEMENT

Human Relations Pub Date : 2023-11-27 DOI:10.1177/00187267231211847

Hai‐Jiang Wang, Peikai Li, T. Bauer, B. Erdogan

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引用次数: 0

摘要

在进入组织期间，新人通常会利用同事和上司等内部资源来引导自己的角色。在某些工作环境中，与客户或病人的外部互动是否会成为新人适应的关键？我们的研究以资源保护理论为基础，确定了外部虐待与新人适应之间的关键联系--这种联系可以用反刍和工作投入来解释。通过两项涉及中国新入职护士的研究（研究1：四波交叉滞后面板设计，人数=181；研究2：四波时滞设计，人数=198），我们发现来自患者的虐待会导致新入职者产生反刍，从而导致任务掌握度和角色清晰度下降，并通过工作投入度的降低进行中介。即使考虑到内部虐待（滥用监督和同事不文明行为），外部虐待的这种连锁反应也会持续存在。我们的研究结果说明了与外部实体的负面互动是如何阻碍新人适应工作的--这一启示对从业人员和未来研究具有深远影响。

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Patient mistreatment and new nurse adjustment: The role of rumination and work engagement

During organizational entry, newcomers often draw upon internal resources like coworkers and supervisors to navigate their roles. Could external interactions with customers or patients hold the key to newcomer adjustment in certain job contexts? Our study, rooted in the conservation of resources theory, identifies a critical link between mistreatment from external parties and newcomer adjustment—a connection that is explained by rumination and work engagement. Through two studies involving new nurses in China (Study 1: four-wave cross-lagged panel design, N = 181; Study 2: four-wave time-lagged design, N = 198), we uncover that mistreatment from patients results in rumination among newcomers, leading to diminished task mastery and role clarity, as mediated by reduced work engagement. This ripple effect of external mistreatment persists even when accounting for internal mistreatment (abusive supervision and coworker incivility). Our results illustrate how negative interactions with external entities can hinder newcomer adjustment—a revelation with far-reaching implications for practitioners and future research.1

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来源期刊

Human Relations Multiple-

CiteScore

12.60

自引率

7.00%

发文量

期刊介绍： Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.