组织中的明智干预

IF 3.1 Q2 MANAGEMENT
Joel Brockner , David K. Sherman
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引用次数: 8

摘要

员工赋予他们对自己、他人和环境的理解的主观意义影响着一系列重要的工作态度和行为。我们回顾了关于明智干预的理论和研究,这些理论和研究说明了这种主观意义形成过程背后的三个基本动机:理解的需要、自我完整的需要和归属感的需要。了解员工对质疑或威胁这些基本动机的组织环境的反应,可以潜在地使组织和员工更好地实现目标。先前的研究表明,明智的干预可以在学习成绩、压力和健康、关系满意度和减少冲突等领域带来长期有益的结果。我们试图整合明智的干预和组织行为,以探索何时、何地以及如何解决理解、自我完整和归属感的基本需求,从而产生对员工和雇主都有益的行为和态度。我们研究了员工的主观意义何时可能受到明智干预的影响,例如在关键的过渡点,可能以人为中心(例如,当员工接受新工作时)或以组织为中心(例如,引入组织变革)。我们回顾了在组织环境中发生的干预措施,并考虑了在其他环境(如教育)中测试的干预措施如何应用于组织。对明智干预的应用感兴趣的组织行为学研究者正等待着一个潜在的富有成效的联系。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Wise interventions in organizations

The subjective meanings employees assign to their understandings of themselves, others, and their environments influence an array of important work attitudes and behaviors. We review theory and research on wise interventions that illustrate three fundamental motives that underlie this subjective meaning-making process: the need to understand, the need for self-integrity, and the need to belong. Understanding how employees respond to organizational contexts that call into question or threaten these fundamental motives can potentially enable both organizations and their employees to achieve their goals better. Prior research has shown that wise interventions can bring about long-term beneficial outcomes in the domains of academic performance, stress and health, relationship satisfaction, and conflict reduction. We seek to integrate wise interventions and organizational behavior to explore where, when, and how addressing the fundamental needs of understanding, self-integrity, and belonging can lead to behaviors and attitudes that are beneficial for employees and employers alike. We examine when employees’ subjective meanings are likely to be amenable to influence by wise interventions, such as during key transition points that may be person-centered (e.g., when employees take a new job) or organization-centered (e.g., the introduction of organizational change). We review interventions that have occurred within organizational settings and consider how interventions tested in other contexts (e.g., education) may be applied to organizations. A potentially fruitful liaison awaits organizational behavior researchers interested in the application of wise interventions.

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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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