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首页> 外文期刊>Journal of managerial psychology >Responses to co-workers receiving recognition at work
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Responses to co-workers receiving recognition at work

机译：对同事在工作中获得认可的回应

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摘要

Purpose - The purpose of this paper is to examine the impact of co-workers receiving recognition on two types of responses, namely emotions (positive and negative) and behavioral intentions (interpersonal counterproductive behavior and interpersonal citizenship behavior). Design/methodology/approach - This study is an experimental scenario study with a 2 X 2 between-subjects design with 246 employees from a local health care organization. Findings - The findings reveal that the relation between the recognition of others and positive or negative emotions was moderated by the quality of the relationship between both actors. Further, as hypothesized, the relation between the recognition of others and interpersonal counterproductive behavior was moderated by relationship quality. Contrary to the authors' expectations, relationship quality did not moderate the relation between employee recognition and interpersonal citizenship behavior. Practical implications - This study provides useful suggestions for managers to diminish undesired (i.e. negative emotions and interpersonal counterproductive behavior) and enhance desired emotions and behaviors (i.e. positive emotions and interpersonal citizenship behavior). Originality/value - This study is the first to show that employee recognition may have negative effects on the emotions of others and interpersonal behavior (i.e. interpersonal counterproductive behavior).
机译：目的-本文的目的是研究获得认可的同事对两种类型的响应的影响，即情绪（正面和负面）和行为意图（人际反作用行为和人际公民行为）。设计/方法/方法-这项研究是一项实验方案研究，受试者之间的设计为2 X 2，由来自当地卫生保健组织的246名员工设计。调查结果-调查结果表明，他人的认知与积极或消极情绪之间的关系因两个参与者之间的关系质量而得到缓和。此外，如假设的那样，关系质量调节了他人的认可与人际适得其反行为之间的关系。与作者的期望相反，关系质量并未缓和员工认可度与人际公民行为之间的关系。实际意义-这项研究为管理人员减少不想要的（即负面情绪和人际反生产行为）并增强所需的情绪和行为（即积极情绪和人际公民行为）提供了有益的建议。原创性/价值-这项研究首次表明员工的认可可能会对他人的情绪和人际关系行为（即人际反生产行为）产生负面影响。

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