Department of Management and Organizations, Eller College of Management, University of Arizona.
Sam M. Walton College of Business, University of Arkansas.
J Appl Psychol. 2023 May;108(5):826-849. doi: 10.1037/apl0001048. Epub 2022 Sep 15.
Although research has recognized the straining effects of incivility at work, it is less clear how incivility experiences at home affect employees' daily states and behaviors at work. We argue that partner-instigated incivility-ambiguous aggressions from an employee's partner prior to work may affect helping behavior at work in multiple ways. Building on prior research, which has identified different mechanisms (i.e., resource drain, reactive compensation) linking family and work domains, we argue that whereas partner-instigated incivility may be cognitively depleting, thus limiting employees' capacity to help others, it may also induce negative mood, which may drive employees to compensate for this unpleasant experience by engaging in more person- and task-focused helping behaviors at work. Furthermore, we consider perspective taking as an individual difference with the potential to buffer the effects of partner-instigated incivility on cognitive depletion and negative mood. Results from a critical incident study (Study 1) supported our assertion that partner-instigated incivility is cognitively depleting and inducing of negative mood. In an experience sampling study (Study 2), which included daily reports from employees and their partners who instigated incivility, we replicated the initial effects and found support for a compensation linkage between partner-instigated incivility and both forms of helping at work via negative mood and partial support for the moderating role of perspective taking. Results also indicated that person-focused helping lessened employees' negative mood in the evening, suggesting that mood repair benefits are associated with this behavior. Implications of these findings for family incivility occurrences and self-regulation are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
虽然研究已经认识到工作中不文明行为的紧张影响，但不清楚家庭中的不文明行为经历如何影响员工在工作中的日常状态和行为。我们认为，伴侣在工作前对员工发起的不文明行为——来自员工伴侣的模糊攻击，可能会以多种方式影响工作中的帮助行为。基于先前的研究，这些研究确定了将家庭和工作领域联系起来的不同机制（即资源枯竭、反应性补偿），我们认为，虽然伴侣引发的不文明行为可能会消耗认知能力，从而限制员工帮助他人的能力，但它也可能引发负面情绪，这可能促使员工通过在工作中更多地参与以人为中心和任务为中心的帮助行为来补偿这种不愉快的体验。此外，我们认为换位思考是一种个体差异，有可能缓冲伴侣引发的不文明行为对认知枯竭和负面情绪的影响。一项关键事件研究（研究 1）支持了我们的主张，即伴侣引发的不文明行为会消耗认知能力并引起负面情绪。在一项体验抽样研究（研究 2）中，我们包括了发起不文明行为的员工及其伴侣的日常报告，我们复制了最初的影响，并通过负面情绪为伴侣引发的不文明行为与工作中两种形式的帮助之间的补偿联系提供了支持，部分支持了换位思考的调节作用。研究结果还表明，以人为中心的帮助减少了员工晚上的负面情绪，这表明情绪修复的好处与这种行为有关。讨论了这些发现对家庭不文明行为发生和自我调节的意义。（PsycInfo 数据库记录（c）2023 APA，保留所有权利）。
