Frone M R
Research Institute on Addictions, Buffalo, New York 14203, USA.
J Occup Health Psychol. 2000 Apr;5(2):246-55. doi: 10.1037//1076-8998.5.2.246.
On the basis of A. P. Fiske's (1992) general theory of social relations, a model of interpersonal conflict at work was developed and tested in a sample of young workers. The model predicts that conflict with supervisors is predictive of organizationally relevant psychological outcomes (job satisfaction, organizational commitment, and turnover intentions), whereas conflict with coworkers is predictive of personally relevant psychological outcomes (depression, self-esteem, and somatic symptoms). Data were obtained from a sample of 319 individuals ages 16 to 19 years. Structural equation modeling results supported the hypothesized relations. Secondary regression analysis of 2 data sets from M. A. Donovan, F. Drasgow, and L. J. Munson (1998) provides initial support for the generalizability of the hypothesized model to older employees.
基于A.P.菲斯克（1992）的社会关系一般理论，构建了一个工作中人际冲突模型，并在年轻工人样本中进行了测试。该模型预测，与上级的冲突可预测与组织相关的心理结果（工作满意度、组织承诺和离职意向），而与同事的冲突可预测与个人相关的心理结果（抑郁、自尊和躯体症状）。数据来自319名年龄在16至19岁之间的个体样本。结构方程建模结果支持了假设的关系。对M.A.多诺万、F.德拉斯戈和L.J.芒森（1998）的两个数据集进行的二次回归分析为假设模型对年长员工的可推广性提供了初步支持。
