组织中员工人际伤害行为的产生:高绩效惹的祸?

The Occurrence of Employee Interpersonal Harm Behavior in the Organization:The Fault of High Performance?

基于社会比较理论、合作竞争理论,融合相对剥夺感和团队合作氛围,采用实验研究和问卷调查法探索组织成员对高绩效员工施加人际伤害的内在机理和心理机制。结果表明:与高绩效员工绩效比较后的相对绩效差距能有效预测人际伤害行为,相对剥夺感是其重要推手,团队合作氛围会改变其内在作用过程与强度。

Based on the Social Comparison theory,Cooperation and Competition theory,this paper combines relative deprivation and team cooperative atmosphere,and uses the methods of experimental research and questionnaire survey to explore the internal and psychological mechanism of interpersonal harm to high-performance employees.Results show that compared with high performance employees,the relative performance gap can effectively predict the interpersonal harm behavior in the organization,the relative deprivation is an important driver,and the team cooperative atmosphere will change its internal process and intensity.