InterpersonalHarminginWorkplace组织中的人际伤害行为.PDF

Advances in Psychology 心理学进展, 2014, 4, 350-358 Published Online March 2014 in Hans. /journal/ap /10.12677/ap.2014.42050 Interpersonal Harming in Workplace Chenyan Li, Jinyun Duan Department of Psychology, Soochow University, Suzhou Email: li_chengyan@126.com th th th Received: Mar. 11 , 2014; revised: Mar. 13 , 2014; accepted: Mar. 17 201 Copyright © 2014 by authors and Hans Publishers Inc. This work is licensed under the Creative Commons Attribution International License (CC BY). /licenses/by/4.0/ Abstract Interpersonal harming behavior is the interpersonal-direct counterproductive behavior. It is con- trary to the legitimate interests of the other members of the organization, for example, arguing, physical conflict, talking behind others, interference with the work of others and plagiarizing findings. Both individual factors (negative emotions, cognitive assessment, personality traits) and environmental factors affect the occurrence of interpersonal harming behavior. This paper intro- duced the mechanism of interpersonal harming behavior, which included the framework of the social network, social comparison, social dominance orientation values (SDO), and psychological collectivism. Finally, this paper prospected the follow-up study. Keywords Interpersonal Harming; Interpersonal Helping; Counterproductive Behavior; Citizenship Behavior; Social Comparison Theory 组织中的人际伤害行为 李成艳，段锦云 苏州大学教育学院心理系，苏州 Email: li_chengyan@126.com 收稿日期：2014年3月11 日；修回日期：2014年3月13 日；录用日期：2014年3月17 日 摘 要 人际伤害行为是人际导向的反生产行为，它违背组织中其他成员正当利益，具体行为表现包括争吵、肢 350 组织中的人际伤