你、我和组织构成三:组织对同事关系的(不利)影响

IF 2.9 4区 心理学 Q2 PSYCHOLOGY, APPLIED
Kevin S. Cruz, Thomas J. Zagenczyk, Stacey R. Kessler
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引用次数: 3

摘要

组织领导者寻求在员工之间建立密切的关系,以积极影响员工的工作行为。然而,对领导者不利的是,他们这样做往往没有关注员工与组织本身的关系。基于社会交换理论和资源保护理论,我们假设员工对其与组织关系的感知,以心理契约违约(PCB)和感知组织支持(POS)的形式,影响他们对同事的行为(越轨和公民身份),即使员工与同事的关系更牢固。对两个时间点的266名员工进行抽样调查的结果表明,当员工与同事的关系更牢固时,那些认为与雇主的关系更积极(即PCB更低或POS更高)的员工会对同事做出更越轨的行为。相比之下,当员工察觉到与雇主的关系更为消极(即PCB更高或POS更低)时,他们对同事的越轨行为更少。我们没有发现对同事的公民行为有这样的影响。我们认为,这些结果表明,对同事的人际越轨和人际公民身份可能存在不同的理论过程。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
You, Me, and the Organization Makes Three: The Organization’s (Adverse) Effect on Relationships among Coworkers
ABSTRACT Organizational leaders seek to cultivate close relationships among employees to positively impact employees’ workplace behaviors. However, to leaders’ detriment, they often do so without focusing on employees’ relationships with the organization itself. Grounded in social exchange theory and conservation of resources theory, we hypothesize that employees’ perceptions of their relationships with their organizations, in the forms of psychological contract breach (PCB) and perceived organizational support (POS), impact their behaviors (deviance and citizenship) toward their coworkers, even when employees have stronger relationships with their coworkers. Results from a sample of 266 employees across two time points suggest that employees who perceive a more positive relationship with their employers (i.e., lower PCB or higher POS) engage in more deviant behaviors toward their coworkers when they have stronger relationships with their coworkers. In contrast, employees engage in fewer deviant behaviors toward their coworkers when they perceive a more negative relationship with their employers (i.e., higher PCB or lower POS). We find no such effects for citizenship behaviors toward coworkers. We believe these results suggest that there may be different theoretical processes operating for interpersonal deviance and interpersonal citizenship toward coworkers.
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来源期刊
Human Performance
Human Performance PSYCHOLOGY, APPLIED-
CiteScore
4.30
自引率
0.00%
发文量
16
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.
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