职场辱虐管理如何影响第三方情绪和行为?——基于文本挖掘以及LDA主题模型的大数据分析

How Does Abusive Workplace Management Affect the Emotions and Behaviors of the Third Party?A Big Data Analysis of Text Mining and LDA Topic Model

以网络上关于职场辱虐管理第三方评论文本为数据,基于情感分类、词云图和LDA主题模型探讨了职场辱虐管理对于第三方的情感及行为的影响。实证研究发现:职场辱虐管理会导致第三方产生共情、幸灾乐祸、恐惧、沉默、愤慨、其他等六类情感;拥有共情情感的,会产生同情安慰或干预制止等行为;拥有幸灾乐祸情感的,会产生大笑或偷笑或侮辱等行为;拥有愤慨情感的,会产生打抱不平或提出辞职等行为;拥有恐惧情感的,会产生难受想哭或想要辞职等行为;拥有沉默情感的,会产生无助失控或者消极退缩等行为。职场发生辱虐管理现象时,在LDA主题模型生成的12个主题中,第三方依次对于主题1(友情关爱)、主题2(工作加班)、主题5(收集证据)较为关注。

With the data of the third-party comments on the management of abusive workplace on the Internet,this paper discusses the impact of abusive workplace management on the third-party emotions and behaviors on the basis of sentiment classification,word cloud map and LDA topic model.The empirical study finds out that abusive workplace management can lead to empathy,schadenfreude,fear,silence,indignation,and other emotions.Those with empathic emotions will show such behaviors as sympathy,comfort or intervention.With the feeling of schadenfreude,they will produce laughter or snigger or insult and other behaviors.With anger,they will demonstrate grievances or resignations.Those who have fear will feel uncomfortable and want to cry or want to resign.With silent emotion,they will display the helplessness out of control or negative withdrawal behaviors.When abusive management occurs in the workplace,the third party pays more attention to theme 1(friendship care),theme 2(overtime work),and theme 5(evidence collection)subsequently among the 12 themes produced from the LDA topic model.