本文選題：危機溝通 + 回應(yīng)策��； 參考：《心理與行為研究》2017年03期

【摘要】：通過實驗探究危機情境下組織回應(yīng)策略對員工的負性情緒和行為傾向的影響。實驗一采用被試間設(shè)計。探討公眾輿論危機情境下組織回應(yīng)策略(機會解釋,威脅解釋)對員工情緒和行為傾向的影響。實驗二采用2×2的被試間實驗設(shè)計,探討管理懲戒危機情境下利益相關(guān)性(主相關(guān),他相關(guān))和組織回應(yīng)策略類型對員工情緒和行為傾向的影響。結(jié)果發(fā)現(xiàn),威脅解釋下被試的負性情緒更高;機會解釋下的被試發(fā)生負性網(wǎng)絡(luò)行為可能性高于威脅解釋,但現(xiàn)實行為傾向水平均較低;員工利益主相關(guān)情境下,被試負性行為傾向更高,危機情境類型和組織回應(yīng)策略類型交互作用顯著。研究表明:機會解釋對抑制員工的負性情緒更有效;威脅解釋對抑制員工的負性網(wǎng)絡(luò)行為傾向更有效;員工利益主相關(guān)的危機情境會使員工的負性情緒和負性行為水平更高。
[Abstract]:To explore the impact of organizational response strategies on negative emotion and behavioral tendency of employees in crisis situations. Experiment 1 was designed between the subjects. To explore the influence of organizational response strategy (opportunity explanation, threat explanation) on employee's emotional and behavioral tendency under the situation of public opinion crisis. The second experiment was designed with 2 脳 2 subjects to explore the influence of interest correlation (principal correlation, he correlation) and organizational response strategy type on employee's emotion and behavior tendency in crisis situation of management discipline. The results showed that the negative emotion of the subjects under threat explanation was higher; the probability of negative network behavior was higher than that of threat explanation, but the level of realistic behavior tendency was lower. The negative behavior tendency of the subjects was higher, and the interaction between the crisis situation type and the organizational response strategy type was significant. The research shows that: opportunity explanation is more effective in restraining negative emotion of employees; threat explanation is more effective in restraining negative network behavior tendency of employees; and the crisis situation related to employee stakeholders will make employees' negative emotion and negative behavior level higher.
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本文編號：1914098