调节工作中的情绪:情商在冲突、工作构思和表现过程中的作用

IF 1.5 Q3 PSYCHOLOGY, APPLIED
M. Sloan, Madelyn Geldenhuys
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引用次数: 6

摘要

工作场所的冲突与绩效有负相关,可以引起压力,抑制员工灵活和创造性的能力(见De Dreu & Weingart, 2003)。组织需要积极主动和高绩效的员工才能茁壮成长(Jackson, 2014),同时也要求员工能够有效地处理工作场所冲突,管理工作任务,管理工作关系并调节工作中的情绪反应。此外,组织无法完全微观管理员工关系(Augustine, Payne, Sencindiver, & Woodcock, 2005),但是组织和员工确定潜在因素(例如,在同事之间建立融洽关系或允许灵活改变任务程序)是很重要的,这可以帮助员工在工作中管理自己的绩效,关系和冲突,使他们发挥最佳作用。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Regulating emotions at work: The role of emotional intelligence in the process of conflict, job crafting and performance
Workplace conflict relates negatively to performance and can induce stress and inhibit employees’ ability to be flexible and creative (see De Dreu & Weingart, 2003). Organisations require proactive and high-performing employees in order to thrive (Jackson, 2014), whilst also requiring employees who can effectively deal with workplace conflict, manage work tasks, manage relationships at work and regulate their emotional responses at work. Furthermore, organisations are unable to fully micro-manage employee relations (Augustine, Payne, Sencindiver, & Woodcock, 2005), but it is important for organisations and employees to identify the underlying factors (e.g. building rapport amongst colleagues or allowing flexibility in altering a task procedure) that could assist employees in managing performance, relationships and conflict on their own at work for them to function optimally.
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来源期刊
CiteScore
3.00
自引率
14.30%
发文量
26
审稿时长
35 weeks
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