论文部分内容阅读
宽恕对提升组织绩效有积极作用。本文研究了关系强度与关系非对称性对宽恕意愿的影响,并探讨了行为的非道德强度对前述关系的调节作用。通过460个样本的2个组间情境实验发现:第一,关系强度正向影响宽恕意愿,关系强度越高,宽恕意愿越容易产生;第二,非对称性关系中,处于强势地位的一方,宽恕意愿更强;第三,非道德强度调节了关系非对称性对宽恕意愿的影响,在面对非道德强度低的场景时处于强势地位的一方其宽恕意愿更强,而面对非道德强度高的场景时处于弱势地位的一方其宽恕意愿更强。因此,团队管理者应致力于提升团队成员间的关系强度,并更多关注关系非对称性中处于弱势的一方。
Forgiveness has a positive effect on improving organizational performance. This paper studies the impact of relationship intensity and relationship asymmetry on the willingness to forgiveness and explores the regulatory role of unethical intensity of behavior on the aforementioned relationship. Through the experiment of two groups of 460 samples, it is found that: firstly, the strength of relationship positively affects the willingness to forgiveness, and the higher the intensity of relationship, the easier it is to forgive; and second, in a non-symmetrical relationship, Thirdly, the unethical intensity adjusts the influence of asymmetric relationship on the willingness to forgiveness, and the party who is in a strong position when faced with a scene of low moral intensity has a stronger will of forgiveness and a higher degree of non-moral strength A party who is in a disadvantaged position with high scenes is more likely to forgive. Therefore, team managers should be committed to enhancing the strength of the relationship between team members, and pay more attention to the weak side of the relationship asymmetry.