人們?cè)诠ぷ髦袝r(shí)常掩飾自己真實(shí)的想法和感受。這樣不僅會(huì)給人造成巨大的心理壓力,同時(shí)也會(huì)給企業(yè)帶來(lái)直接或間接的經(jīng)濟(jì)損失。管理學(xué)者近年來(lái)逐漸開(kāi)始重視這個(gè)問(wèn)題。由于真誠(chéng)的本質(zhì)內(nèi)涵包含著社會(huì)關(guān)系的取向,在職場(chǎng)人際互動(dòng)中更加突顯其社會(huì)效應(yīng)。因此,本書(shū)從人際互動(dòng)的視角分析在職場(chǎng)中的真誠(chéng)如何影響社會(huì)關(guān)系。本書(shū)一方面能幫助人們認(rèn)識(shí)到如何在與職場(chǎng)中表達(dá)真誠(chéng),另一方面也能為企業(yè)營(yíng)造真誠(chéng)的氛圍提供有益的指導(dǎo)。
湯一鵬,香港理工大學(xué)博士,F(xiàn)為中南財(cái)經(jīng)政法大學(xué)工商管理學(xué)院副教授,碩士生導(dǎo)師,國(guó)家自然科學(xué)基金項(xiàng)目主持人,美國(guó)管理學(xué)會(huì)(AOM)會(huì)員,中國(guó)管理研究學(xué)會(huì)(IACMR)會(huì)員,工業(yè)組織心理學(xué)協(xié)會(huì)(SIOP)會(huì)員,以及Management and Organization Review、Asia Pacific Journal of Management、Journal of Business Research等管理學(xué)核心期刊審稿人。
1 Introduction
1.1 Our Current Understanding
1.2 The Present Study
1.3 Contributions
2 Literature Review
2.1 Conceptualization of Authenticity
2.2 Mechanisms of So Acceptance
3 Theory and Hypotheses
3.1 Behavioral Scripts and So Acceptance of Authentic Behaviors
3.2 The Three Moderators
3.3 So Acceptance and Work-related Outcomes
3.4 Outline of Three Studies
4 Study 1
4.1 Hypotheses
4.2 Procedure
4.3 Measures
4.4 Results
4.5 Discussion
5 Study 2
5.1 Hypotheses
5.2 Procedure
5.3 Measures
5.4 Results
5.5 Discussion
6 Study 3
6.1 Hypotheses
6.2 Procedure
6.3 Measures
6.4 Results
6.5 Discussion
7 General Discussion
7.1 Summary of the Findings
7.2 Theoretical Implications
7.3 Limitations
7.4 Future Studies
7.5 Conclusion
Appendix
References