公正认知和重新评估:保持员工韧性的途径

IF 2.9 4区 心理学 Q2 PSYCHOLOGY, APPLIED
Erica C. Holley, Chase E. Thiel, James Avey
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引用次数: 0

摘要

摘要:与同龄人相比,组织公正水平较低会对员工的幸福感产生负面影响,降低工作满意度,并增加冷漠。然而,并不是所有认为组织公正性较低的员工都有同样的反应。以情感事件理论为理论框架,我们借鉴组织公正性、复原力和情绪文献,确定了一个关键因素,该因素可能有助于对较低的组织公正性做出适应性反应,并保持员工的复原力。我们提出,认知重新评估是一种以先行因素为中心的情绪调节策略,可以减轻较低的组织公正性对员工韧性的负面影响,并最终保护其他关键的员工结果(即员工心理健康、工作满意度和公民行为)。在对员工进行的两次大型实地调查中,我们发现了对我们模式的支持。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Justice perceptions and reappraisal: A path to preserving employee resilience
ABSTRACT Lower levels of organizational justice relative to one’s peers can negatively influence an employee’s well-being, diminish work satisfaction, and increase apathy. However, not all employees that perceive lower organizational justice respond in the same way. Using affective events theory as a theoretical framework, we draw on the organizational justice, resilience, and emotions literatures to identify a critical factor that may facilitate adaptive responses to lower organizational justice and preserve employee resilience. We propose that cognitive reappraisal, an antecedent-focused emotional regulation strategy, may attenuate the negative impact of lower organizational justice on employee resilience, and ultimately, protect other critical employee outcomes (i.e employee psychological well-being, job satisfaction, and citizenship behavior). Across two large field surveys of employees, we find support for our model.
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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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