将组织行为从抑制约束中解放出来

IF 3.1 Q2 MANAGEMENT
E. Allan Lind , Kees van den Bos
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引用次数: 8

摘要

许多组织的政策和实践都是基于这样一种观点,即人们的行为需要被抑制,以防止他们自私的本性。事实上,从社会交换到组织行为的经济模型,各种理论的一个基本假设是,个人的主要目标是为自己获得良好的结果。这一章描述了一个研究项目,通过表明解除抑制——通过提醒人们在不关心别人想法的情况下行事——通常会导致更多的帮助行为,在应对困境问题时做出更大的决定,以及更强烈地拒绝自利的不公平,从而对这些观点提出了严肃的问题。这些发现表明,大多数人从根本上是亲社会的,对确保自己和他人的良好结果感兴趣。这种亲社会的态度更容易在实际行为和态度中表现出来,当这个人从他或她的一些抑制中解脱出来时。这些发现对如何在组织中充分发挥员工的潜力,激发团队中的帮助和创造性行为,改善组织中的决策制定,以及我们应该如何理解对组织变革的反应具有启示意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Freeing organizational behavior from inhibitory constraints

Many organizational policies and practices are based on the view that people's behavior needs to be inhibited to protect against their selfish basic nature. Indeed, a fundamental assumption of theories ranging from social exchange to economic models of organizational behavior is that individuals are primarily oriented to gain good outcomes for themselves. This chapter describes a program of research that raises serious questions about these ideas by showing that disinhibition—prompted by reminding people of times when they behaved without worrying about what others thought—can often lead to more helping behavior, decisions for the greater good in response to dilemma problems, and greater rejection of self-advantageous unfairness. These findings suggest that most people are fundamentally pro-social, interested in securing good outcomes for both themselves and others. This pro-social attitude manifests itself more readily in actual behavior and attitudes when the person in question is freed from some of his or her inhibition. These findings have implications for how one might enhance the full potential of employees in organizations, stimulate helping and creative behavior in teams, improve decision making in organizations, and how we should understand reactions to organizational change.

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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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