Department of Management and Operations, Villanova School of Business, Villanova University.
Department of Management, University of Central Florida.
J Appl Psychol. 2024 Sep;109(9):1355-1376. doi: 10.1037/apl0001188. Epub 2024 Feb 15.
Research and the media demonstrate the profound impact hostile work environments have on organizations and their members. Often, the term "toxic work climate" is used to describe patterns of aggressive behaviors that harm individuals and manifest in the broader workplace. However, despite these common references, scholars still know relatively little about what a toxic work climate actually entails, the processes by which they emerge, and their influence on organizational outcomes. The research domain is complex. Within the organizational literature alone, toxic work climates have been described as those that harbor abusive bosses, aggressive employees, and those that show signs of bullying or incivility. Our aim in this integrative conceptual review is to add precision and focus to this multidisciplinary and fragmented literature. Grounding our efforts in multilevel theories, we first introduce an overarching definition of the toxic work climate construct and review research on existing hostile climate types that can appropriately be consolidated under this new heading. We then develop a new theoretical model that outlines the dominant causes and mechanisms by which toxic work climates form, and the main pathways by which they influence employees, teams, and organizations. Finally, we provide a unified path forward for advancing theory, research, and practice, including advice on how toxic climates might be combated in years to come. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
研究和媒体表明，敌对的工作环境对组织及其成员有深远的影响。通常，“有毒工作氛围”一词用于描述伤害个人并在更广泛的工作场所表现出来的攻击性行为模式。然而，尽管有这些常见的参考，学者们仍然相对不太了解有毒工作氛围实际上包含什么，它们是如何出现的，以及它们对组织结果的影响。研究领域很复杂。仅在组织文献中，有毒工作氛围就被描述为那些存在虐待上司、攻击性员工以及表现出欺凌或粗野行为的氛围。我们在这篇综合概念评论中的目的是为这个多学科和分散的文献增加精确性和重点。我们将努力建立在多层次理论的基础上，首先引入一个总体的有毒工作氛围结构的定义，并回顾现有的敌对氛围类型的研究，这些研究可以适当地在这个新标题下进行整合。然后，我们开发了一个新的理论模型，概述了有毒工作氛围形成的主要原因和机制，以及它们影响员工、团队和组织的主要途径。最后，我们为推进理论、研究和实践提供了一个统一的前进道路，包括关于如何在未来几年对抗有毒氛围的建议。（PsycInfo 数据库记录（c）2024 APA，保留所有权利）。
