员工绩效对人际伤害行为的研究评述与展望  

Reviews and Futures of the Impact of Employee Performance on Interpersonal Harming

作　　者：王小予[1] 赵曙明[1] 李智[1] WANG Xiaoyu;ZHAO Shuming;LI Zhi(Nanjing University,Nanjing,China)

机构地区：[1]南京大学商学院

出　　处：《管理学报》2019年第9期1415-1422,共8页Chinese Journal of Management

基　　金：国家自然科学基金资助重点项目(71332002)

摘　　要：基于国内外相关的最新研究,首先,梳理了工作绩效和组织中的人际伤害行为的概念内涵;然后,从受害者有罪理论、道德排斥理论、社会比较理论和社会支配理论的视角,系统归纳了员工绩效对人际伤害行为的影响及其相应的情绪机制;最后,在将有关研究结果归纳总结为系统的理论框架的同时,也对该领域的空白之处及其未来发展方向进行了展望。By reviewing relevant Chinese and western researches, this study organizes the concepts of job performance and interpersonal harming;from the perspective of victim precipitation theory, moral exclusion theory, social comparison theory, and social dominance theory, this study systematically summarizes the influence of job performance on interpersonal harming and related emotional mechanism into a theoretical framework;finally, this study also presents the vacuum in this field and further proposes a few of future research directions. Overall, this study contributes to understanding the researches on job performance, and aims to attract more researchers to pay attention to the results of work performance and their impact on employees and organizations.

关 键 词：工作绩效 人际伤害行为 辱虐管理 工作场所排斥行为 

分 类 号：C93[经济管理—管理学]