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首页> 外文期刊>Career Development International: The Journal for Executives, Consultants and Academics >Understanding the use of intimidation as a response to job tension - Career implications for the global leader
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Understanding the use of intimidation as a response to job tension - Career implications for the global leader

机译：了解使用恐吓应对工作紧张-对全球领导者的职业影响

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Purpose - The purpose of this paper is to investigate the relationship between job tension (JT) and the use of intimidation in the workplace, as well as positive and negative affectivity as two potential personality trait moderators of this relationship. Design/methodology/approach - The paper hypothesizes that employees would use more intimidation when they perceive higher levels of JT based on a fight response. Furthermore, it hypothesizes that when JT was high, people high in negative affectivity would use more intimidation in the workplace due to trait activation, whereas individuals high in positive affectivity would use less intimidation due to greater resource pools. The hypotheses was tested with a sample of 134 employees from a wide range of occupations and industries who completed an online survey measuring their levels of felt JT, usage of intimidation behaviors, and self-reported affectivity. Findings - Hierarchical moderated regression analyses revealed that JT was positively related to intimidation usage. The analyses also showed support for negative affectivity as a moderator, such that high levels of intimidation occurred when JT and negative affectivity were both high. Positive affectivity did not moderate the relationship. Originality/value - Although persons high in negative affectivity are particularly vulnerable to the effects of JT, organizations must be aware of the potential for behaviors (e.g. intimidation) that can result from felt tension. Prior research has primarily viewed tension as an outcome variable; the research conceptualizes tension as an antecedent in the stressor-strain-outcome paradigm. Intimidation is shown to be an outcome of workplace tension - a behavioral reaction to psychological strain that is an attempt to protect valued resources.
机译：目的-本文的目的是研究工作紧张感（JT）与在工作场所使用恐吓之间的关系，以及作为这种关系的两个潜在人格特质调节者的正面和负面情感。设计/方法/方法-该论文假设，员工在基于战斗反应感知到更高水平的JT时会使用更多的威胁。此外，它还假设，当JT高时，由于特质激活，负面情绪高的人会在工作场所使用更多的恐吓，而正面情绪高的人由于更大的资源池而会减少恐吓。假设是通过对来自各行各业的134名员工的样本进行检验的，这些员工完成了一项在线调查，该调查测量了他们的感觉JT水平，恐吓行为的使用以及自我报告的情感。调查结果-分层缓和回归分析显示，JT与恐吓使用呈正相关。分析还显示，作为主持人对负面情感的支持，因此当JT和负面情感都很高时，会发生高水平的恐吓。积极的情感并未缓和这种关系。原创性/价值-尽管负面情绪高的人特别容易受到JT的影响，但组织必须意识到由紧张感引起的潜在行为（例如，恐吓）。先前的研究主要将紧张视为结果变量。该研究将张力概念化为压力-应变-结果范式的先决条件。恐吓被证明是工作场所紧张的结果-一种对心理压力的行为反应，试图保护宝贵的资源。

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