Interpersonal conflict at work and psychological outcomes: testing a model among young workers.
Interpersonal conflict at work and psychological outcomes: testing a model among young workers.
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DOI：
10.1037/1076-8998.5.2.246
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发表时间：
2000-04-01
影响因子：
5.1
通讯作者：
Frone, M R
中科院分区：
文献类型：
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作者：
Frone, M R
根据 A. P. Fiske (1992) 的社会关系一般理论，我们开发了一种工作中的人际冲突模型，并在年轻工人样本中进行了测试。该模型预测，与主管的冲突可以预测组织相关的心理结果（工作满意度、组织承诺和离职意向），而与同事的冲突可以预测个人相关的心理结果（抑郁、自尊和躯体症状）。数据来自 319 名 16 至 19 岁个体的样本。结构方程建模结果支持了假设的关系。对 M. A. Donovan、F. Drasgow 和 L. J. Munson (1998) 的 2 个数据集进行二次回归分析，为假设模型对老年员工的普遍适用性提供了初步支持。
On the basis of A. P. Fiske's (1992) general theory of social relations, a model of interpersonal conflict at work was developed and tested in a sample of young workers. The model predicts that conflict with supervisors is predictive of organizationally relevant psychological outcomes (job satisfaction, organizational commitment, and turnover intentions), whereas conflict with coworkers is predictive of personally relevant psychological outcomes (depression, self-esteem, and somatic symptoms). Data were obtained from a sample of 319 individuals ages 16 to 19 years. Structural equation modeling results supported the hypothesized relations. Secondary regression analysis of 2 data sets from M. A. Donovan, F. Drasgow, and L. J. Munson (1998) provides initial support for the generalizability of the hypothesized model to older employees.