职场虐待现象中第三方的行为选择机制  

Third-party Behavior Selection Mechanism in Workplace Mistreatment

作　　者：林銮珠[1] 芦梦婷 Lin Luanzhu;Lu Mengting(Economic Management College,Hainan University,Haikou 57022)

机构地区：[1]海南大学经济与管理学院,海南海口570228

出　　处：《中国人力资源开发》2018年第8期39-49,74,共12页Human Resources Development of China

基　　金：国家自然科学基金一般项目(71363013)

摘　　要：职场虐待现象(如职场欺负、职场攻击、辱虐管理、顾客欺凌等)一直是管理者与学者们广泛关注的话题。以往研究大多从实施者和受害者的角度来探讨职场虐待现象。新近研究发现,职场虐待现象不仅会影响实施者与受害者,也会影响第三方的心理状态和行为举止。第三方在接收到职场虐待事件发生的信息后,会经历怎么样的心理反应,从而做出最终的行为判断呢?在文献梳理的基础上,本文探讨了面对职场虐待现象第三方可能出现的行为反应。在工具性动机、关系性动机或道德性动机的驱使下,以及在组织氛围、组织文化、上下级关系、道德观、年龄、人格特质等因素的综合影响下,第三方会做出保护行为、沉默行为、煽动行为或虐待行为等不同的反应措施。最后,从补救措施和预防措施两方面提出了对策建议。Workplace mistreatment such as workplace bullying, workplace aggression, abusive supervision, and customer mistreatment, etc., has been a topic of wide concern to managers and scholars. Previous studies have mostly discussed workplace mistreatment from the perspective of perpetrators and victims. However, recent studies have found that workplace mistreatment affects not only the perpetrator and the victim, but also the third party. What kind of psychological reactions do third-party experience after receiving information on mistreatment incidents, and thus make a final judgment of behavior？ Based on the literature review, this paper discusses on four possible behavioral responses of third-party confronting workplace mistreatment. Driven by instrumental need, interpersonal need, or virtue need, the third party would make the decision from protective behavior, silence, incitement and abusive behavior under the influence of organizational climate, organizational culture, superior-subordinate relations, moral values, age, and personality traits. Finally, remedial measures and preventive measures were proposed to solve these problems.

关 键 词：职场虐待 第三方 职场欺负 职场攻击 辱虐管理 

分 类 号：F272.92[经济管理—企业管理]