Please feel free to intervene: A longitudinal analysis of the consequences of bystander behavioral expectations.
Please feel free to intervene: A longitudinal analysis of the consequences of bystander behavioral expectations.
复制标题
请随意干预：对旁观者行为期望后果的纵向分析。
DOI：
10.1037/dhe0000348
复制
发表时间：
2021
影响因子：
2.4
通讯作者：
Banyard, Victoria
中科院分区：
文献类型：
--
作者：
Shea, Christine M.;Malone, Mary Fran;Griffith, Jennifer A.;Staneva, Viktoriya;Graham, Karen J.;Banyard, Victoria
工作场所的偏见事件可以创造一种行为模式，破坏组织氛围，不仅对受害者，而且对目睹这些事件的旁观者。以不文明行为和威胁刚性研究为指导框架，我们探讨了旁观者干预对偏见事件与证人感知的工作场所气氛和离开意图之间关系的缓解潜力。我们利用2014年至2017年每年进行的组织气候调查数据，利用滞后的普通最小二乘（OLS）回归开发并测试了一个有调节的中介模型。结果证实，偏见事件通过对工作场所氛围的负面影响增加了离职意向。更重要的是，如果发生偏见事件，教师同事会干预的期望减轻了偏见事件对工作场所气候的负面影响。我们的研究结果表明，提高对偏见事件的认识，鼓励同事在偏见事件发生时进行干预，最重要的是，培养一种期望干预的文化，对于改善工作场所氛围和减少员工流动率具有巨大的潜力。这是第一个为旁观者干预期望的潜力提供经验证据的研究，以减轻偏见事件对工作场所气候的负面影响。
Bias incidents in the workplace can create a pattern of behavior that damages organizational climate not only for victims but also bystanders who witness these incidents. Using incivility and threat ridigity research as a guiding framework, we explore the mitigating potential of bystander intervention on the relationship between bias incidents and witnesses’ perceived workplace climate and intention to leave. We developed and tested a moderated mediation model using time-lagged ordinary least squares (OLS) regression with data from organizational climate surveys administered annually from 2014 to 2017. Results confirmed that bias incidents increase turnover intentions through their negative effect on workplace climate. More importantly, the expectation that faculty colleagues will intervene if a bias incident occurs mitigates the negative impact of bias incidents on workplace climate. Our findings suggest that raising awareness about bias incidents, encouraging colleagues to intervene when bias incidents occur, and, most critically, fostering a culture in which intervention is expected have great potential for improving workplace climate and reducing employee turnover. This is the first research study that provides empirical evidence of the potential for bystander intervention expectations to mitigate the negative effect of bias incidents on workplace climate.
登录
查看更多内容
影响因子：
2.5
作者：
Christine L. Porath;Christine M. Pearson
通讯作者：
Christine L. Porath;Christine M. Pearson
影响因子：
3
作者：
Greene, Jessica;Stockard, Jean;Richmond, Geraldine
通讯作者：
Richmond, Geraldine
工作场所不文明行为、工作倦怠、离职意向和工作绩效的模型
DOI：
--
发表时间：
2016
期刊：
影响因子：
--
作者：
Afzalur Rahim;Dana M. Cosby
通讯作者：
Dana M. Cosby
影响因子：
16.4
作者：
Sue, Derald Wing;Alsaidi, Sarah;Mendez, Narolyn
通讯作者：
Mendez, Narolyn
性骚扰对军队人员流动的影响：时间相关模型。
DOI：
10.1037/0021-9010.90.6.1141
发表时间：
2005
期刊：
The Journal of applied psychology.
影响因子：
--
作者：
Sims,CarraS;Drasgow,Fritz;Fitzgerald,LouiseF
通讯作者：
Fitzgerald,LouiseF