工作中的焦虑:组织文化如何促进焦虑

IF 3.1 Q2 MANAGEMENT
Jeremy A. Yip , Emma E. Levine , Alison Wood Brooks , Maurice E. Schweitzer
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引用次数: 14

摘要

组织文化深刻地影响着员工的思维和行为。已有研究表明,文化规范的内容、强度、共识和契合度对态度和行为起着社会控制系统的作用。我们采用组织文化的规范模型来阐明组织文化是否会影响员工的情绪体验。我们关注的是一种普遍存在的情绪,焦虑。我们提出了将组织文化与焦虑联系起来的四条重要途径。首先,我们提出当规范内容以结果为导向时,员工必须在时间压力下努力实现具有挑战性的目标,并且更容易产生焦虑。第二,当规范强度较弱时,员工不会将规范内化,会产生偏差行为,增加不确定性,促进焦虑。第三,对规范缺乏共识通常会造成组织内部派系之间的冲突,增加焦虑。第四,当员工的价值观与组织规范和价值观不匹配时,这种不匹配会产生焦虑。综上所述,组织文化规范的不同特征可以独立地、多重地影响焦虑的程度,从而对绩效产生建设性或破坏性的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Worry at work: How organizational culture promotes anxiety

Organizational culture profoundly influences how employees think and behave. Established research suggests that the content, intensity, consensus, and fit of cultural norms act as a social control system for attitudes and behavior. We adopt the norms model of organizational culture to elucidate whether organizational culture can influence how employees experience emotions. We focus on a pervasive emotion, anxiety. We propose four important pathways that link organizational culture with anxiety. First, we propose that when norm content is result-oriented, employees must strive for challenging goals with specific targets under time pressure, and are more likely to experience anxiety. Second, when norm intensity is weak, employees do not internalize norms and they engage in deviant behaviors that increase uncertainty and promote anxiety. Third, a lack of consensus about norms commonly creates conflict between factions within an organization and increases anxiety. Fourth, when there is a mismatch between employees’ values and organizational norms and values, the misfit engenders anxiety. Taken together, different features of organizational cultural norms can independently and multiplicatively influence the magnitude of anxiety, which has constructive or destructive effects on performance.

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来源期刊
Research in Organizational Behavior
Research in Organizational Behavior Psychology-Social Psychology
CiteScore
1.60
自引率
0.00%
发文量
4
期刊介绍: Research in Organizational Behavior publishes commissioned papers only, spanning several levels of analysis, and ranging from studies of individuals to groups to organizations and their environments. The topics encompassed are likewise diverse, covering issues from individual emotion and cognition to social movements and networks. Cutting across this diversity, however, is a rather consistent quality of presentation. Being both thorough and thoughtful, Research in Organizational Behavior is commissioned pieces provide substantial contributions to research on organizations. Many have received rewards for their level of scholarship and many have become classics in the field of organizational research.
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