企业员工人际交往中情绪归因与人格的相关研究

The Relationship between the Staff's Self-emotional Attribution and the Individuality at Human Relations Association

本研究以企业员工为研究对象,以《员工人际交往中的自我情绪归因问卷》和艾森克人格问卷的中国版简式量表作为研究工具,考察员工在人际交往过程中的自我情绪归因和人格的关系。结果表明:员工在人际交往中的自我情绪归因倾向性依次为:预期、压力与放松、身体状况、回报与目标实现、环境与他人情绪、他人态度与评价、运气;EPQ-RSC分量表与各归因因子的相关显著,揭示了人格与人际交往中情绪归因的相关关系。

This research took enterprise employees as the research object. It revised The Self-emotional Attribution of Staff in the Human Relations Association. Using the scale and EPQ-RSC, we investigated the relationship between the staff＇s serf-emotional attribution and the individuality at human relations association. The results show the staff＇s self-emotional attribution consists of seven factors,which are arranged by the order of choosing them： expectation, stress and relaxation, body state, reward and goal realization, environment and emotion of others, attitude and evaluation of others, fortune; there is a significant work age difference among EPQ-RSC subscales and the attribution factors. It reveals the relationship between the characters of the individuality and the self-emotional attribution impact.