组织情境中矛盾体验研究述评  

A Study Review on Ambivalence in Organizations

作　　者：刘燕君[1] 徐世勇[1] 张慧[2] Liu Yanjun Xu Shiyong Zhang Hui(School of Labor and Human Rcsourccs, Rcnmin University of China School of Psychology, Central China Normal University)

机构地区：[1]中国人民大学劳动人事学院 [2]华中师范大学心理学院

出　　处：《中国人力资源开发》2017年第5期46-56,共11页Human Resources Development of China

摘　　要：矛盾体验是一种常见的心理现象,随着组织环境复杂性和动态性的增加,个体经常会对组织内某一情境或目标同时存在积极和消极的评价取向。本文梳理了矛盾体验的概念、表现形式及测量、矛盾体验引起不舒适感的过程以及组织情境下矛盾体验的应对,并总结了矛盾体验可能会易导致员工产生麻痹行为、健康问题以及脱离组织等消极结果,但矛盾体验也可以提高员工创造力、促进组织变革以及提升个体决策效能等积极效应,可直接用于指导企业人力资源管理实践。As organizational environments increasingly become more complex and dynamic, individuals often face a situation in which one maybe hold positive and negative orientations toward an object simultaneously, and such psychological phenomenon appears to be quiet common in organizations. This paper briefly reviewed the concept, different forms and measurement of ambivalence. And we combed the Model of Ambivalence-Induced Discomfort （MAID） as well as the responses to ambivalence. We also concluded the negative outcomes of ambivalence, such as behavioral paralysis, healthy problems and disengagement of employees. However, the positive responses to ambivalence could bring positive outcomes for workplace, like individual creativity, organizational change and decision effectiveness, which can directly contribute to human resource management practices.

关 键 词：矛盾体验 矛盾态度 矛盾情绪 整体观 

分 类 号：F272.92[经济管理—企业管理]