组织危机沟通回应策略对员工情绪和行为的影响

发布时间：2018-05-20 09:35

  本文选题：危机沟通 + 回应策　； 参考：《心理与行为研究》2017年03期

【摘要】：通过实验探究危机情境下组织回应策略对员工的负性情绪和行为倾向的影响。实验一采用被试间设计。探讨公众舆论危机情境下组织回应策略(机会解释,威胁解释)对员工情绪和行为倾向的影响。实验二采用2×2的被试间实验设计,探讨管理惩戒危机情境下利益相关性(主相关,他相关)和组织回应策略类型对员工情绪和行为倾向的影响。结果发现,威胁解释下被试的负性情绪更高;机会解释下的被试发生负性网络行为可能性高于威胁解释,但现实行为倾向水平均较低;员工利益主相关情境下,被试负性行为倾向更高,危机情境类型和组织回应策略类型交互作用显著。研究表明:机会解释对抑制员工的负性情绪更有效;威胁解释对抑制员工的负性网络行为倾向更有效;员工利益主相关的危机情境会使员工的负性情绪和负性行为水平更高。
[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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