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首页> 外文期刊>Journal of occupational health psychology >Chronic and Episodic Anger and Gratitude Toward the Organization: Relationships With Organizational and Supervisor Supportiveness and Extrarole Behavior
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Chronic and Episodic Anger and Gratitude Toward the Organization: Relationships With Organizational and Supervisor Supportiveness and Extrarole Behavior

机译：对组织的慢性和情节愤怒和感谢：与组织和主管支持和障碍行为的关系

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摘要

Gratitude and anger represent 2 fundamental moral emotions in response to help or harm. Research suggests that individuals perceive organizations to have humanlike qualities and thus hold them responsible for helpful or harmful treatment. Given this line of reasoning, we hypothesized that workers direct gratitude toward their organizations in response to supportive treatment and anger toward their organizations in response to unsupportive treatment. Gratitude and anger, in turn, were expected to influence daily extrarole behavior. After developing short measures of organization-directed anger and gratitude in 2 pilot studies, we tested these hypotheses in a daily diary study of 54 workers providing 421 daily reports. Results indicate that perceived organizational support was related to chronic gratitude and anger, which is stable from day to day, and chronic gratitude was in turn related to chronic differences in organizational citizenship behavior. Episodic anger and gratitude, which vary daily, were related to daily supervisor interactional justice and helping behavior, respectively, and in turn predicted daily episodic variance in organizational citizenship and counterproductive work behavior. These findings suggest that the moral emotions of gratitude and anger toward the organization are indicators of employee affective well-being and play a mediating role in the effects of organizational and supervisor supportiveness on employee performance.
机译：感激和愤怒代表了两种基本的道德情感，它们是对帮助或伤害的回应。研究表明，个人认为组织具有与人类相似的品质，因此认为组织应对有益或有害的待遇负责。基于这一推理，我们假设员工对支持性治疗的反应是对组织的感激，对不支持性治疗的反应是对组织的愤怒。感恩和愤怒反过来会影响日常的角色外行为。在两项试点研究中，我们对组织导向的愤怒和感激进行了简短的测量，之后，我们在一项对54名员工进行的每日日记研究中测试了这些假设，该研究提供了421份每日报告。结果表明，感知到的组织支持与长期感恩和愤怒有关，这种关系在日常中是稳定的，而长期感恩又与组织公民行为的长期差异有关。情境性愤怒和感激每天都在变化，分别与日常主管互动公平和帮助行为有关，反过来又预测了组织公民和反生产性工作行为的每日情境性变化。这些发现表明，对组织的感恩和愤怒的道德情绪是员工情感幸福感的指标，在组织支持和主管支持对员工绩效的影响中起中介作用。

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