Department of Psychology.
Department of Psychology, University of Connecticut.
J Occup Health Psychol. 2013 Jan;18(1):87-105. doi: 10.1037/a0030987.
Theoretically grounded in both the cognitive-motivational-relational theory of emotions and affect events theory, the present research used multiple analytic techniques and positioned appraisals and emotions as key variables in understanding the experience of incivility at work. Data consisted of survey responses from a stratified random sample of 522 U.S. working adults. K-means cluster analyses revealed interindividual differences in cognitive/emotional responding to workplace incivility experiences. In addition, multiple mediation analyses revealed that optimism and emotionality may play important roles in showing why the experience of incivility is related to job-related outcomes. The results help to advance workplace mistreatment research and suggest possible strategies for organizations to maintain civil working environments.
本研究从认知-动机-关系情感理论和情感事件理论出发，采用多种分析技术，将评价和情感作为理解工作中不文明行为体验的关键变量。数据来自对美国 522 名成年工作者进行的分层随机抽样调查的回应。K-均值聚类分析揭示了个体对工作场所不文明行为体验的认知/情感反应存在差异。此外，多重中介分析表明，乐观和情绪可能在解释为什么不文明行为与工作相关结果有关方面发挥重要作用。研究结果有助于推进工作场所虐待研究，并为组织维持文明工作环境提供可能的策略。
