Balconi Michela, Venturella Irene, Fronda Giulia, de Filippis Daniela, Salati Emanuela, Vanutelli Maria Elide
Author Affiliations: Department of Psychology Catholic University of the Sacred Heart (Mss Balconi, Venturella, Fronda, and de Filippis); Azienda Trasporti Milanesi (Ms Salati); and Universita degli Studi di Milano (Dr Vanutelli), Milan, Italy.
Health Care Manag (Frederick). 2019 Apr/Jun;38(2):179-186. doi: 10.1097/HCM.0000000000000257.
Organizational research started including neurosciences exploring pivotal phenomena and promoting organizational well-being. Leadership was investigated by assessing psychophysiological responses during performance review characterized by narrative or quantitative assessments and their effects on employees' well-being. As is known, rating could be perceived as threatening for employees' ranking and status perception, leading to avoidant behaviors.
Here, manager-employee dyads were assigned to 2 conditions: in the nonrate scenario, managers were asked to describe the employee's performance; in the rate one, they had to provide a quantitative rating. Skin conductance level and response and heart rate indices were continuously recorded.
Dyads in nonrate condition showed higher arousal-related responses (skin conductance level and skin conductance response), perhaps highlighting an increased engagement triggered by a rewarding exchange. Conversely, in rate condition, employees showed higher heart rate, usually related to negative and stressful conditions, and avoidant behaviors.
ORIGINALITY/VALUE: Results are discussed for their possible applications to employees' well-being.
组织研究开始纳入神经科学，以探索关键现象并促进组织福祉。通过评估绩效评估期间的心理生理反应（以叙述性或定量评估为特征）及其对员工福祉的影响来研究领导力。众所周知，评级可能被员工视为对其排名和地位认知的威胁，从而导致回避行为。
在此，将管理者 - 员工二元组分为两种情况：在非评级场景中，要求管理者描述员工的绩效；在评级场景中，他们必须提供定量评级。持续记录皮肤电导水平、反应和心率指标。
非评级条件下的二元组表现出与唤醒相关的更高反应（皮肤电导水平和皮肤电导反应），这可能突出了由有回报的交流引发的更高参与度。相反，在评级条件下，员工表现出更高的心率，这通常与负面和压力条件相关，以及回避行为。
原创性/价值：讨论了研究结果在员工福祉方面的可能应用。
