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在管理情境中,负反馈常被视为指导和激励员工的有效手段,但其实际效果却常常大打折扣。如何有效进行负反馈并减少对接收者的心理伤害,对促进个体心理健康以及正确运用负反馈有重要的理论意义和实践意义。本文采用实验室实验,将负反馈划分为建设性批评和破坏性批评,探讨其对个体心理健康的影响以及个体差异的调节作用。结果发现:(1)与收到建设性批评相比,收到破坏性批评个体的工作压力感知更高,其中,尽责性调节上述关系,批评方式与工作压力感知的关系对于低尽责性个体更强;(2)与收到建设性批评相比,收到破坏性批评个体的自我心理安全感更低,其中,自尊调节上述关系,批评方式与自我心理安全感的关系对于高自尊个体更强。实验结论对区分建设性批评和破坏性批评的影响,以及有效进行负反馈具有一定启示。
In the management context, negative feedback is often seen as an effective tool to guide and motivate employees, but its effectiveness is often diminished. How to effectively carry out the negative feedback and reduce the psychological harm to the recipient has important theoretical and practical significance to promote the mental health of the individual and correctly use the negative feedback. In this paper, laboratory experiments are used to divide negative feedback into constructive criticism and destructive criticism, to explore its impact on individual mental health and individual differences. The results are as follows: (1) Compared with the received constructive criticism, the perceived stress of the individuals who received destructive criticism is higher, among which, the relation between the above-mentioned relationship is regulated by diligence and the relationship between the criticism method and the stress perception of work is more (2) Compared with receiving constructive criticism, individuals receiving destructive criticism have a lower sense of self-psychological safety. Among them, self-esteem adjusts the above relationship, and the relationship between critical approach and self-psychological security is stronger for individuals with high self-esteem . The conclusion of the experiment has some enlightenment on the distinction between constructive criticism and destructive criticism and effective negative feedback.