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When to explain why or how it happened: Tailoring accounts to fit observers' construal level.
Journal of Experimental Psychology: Applied ( IF 2.813 ) Pub Date : 2019-06-27 , DOI: 10.1037/xap0000236
Ashli B Carter 1 , D Ramona Bobocel 2 , Joel Brockner 1
Affiliation  

The justice literature suggests that providing accounts for negative organizational decisions can enhance observers' perceptions of fairness and positive views of the organization. However, prior research has yet to distinguish between why- and how-information contained within accounts. Drawing from construal level theory, we test whether accounts focusing on why a negative workplace decision occurred are more effective for observers at higher (more abstract) levels of construal, whereas accounts focusing on how the decision was implemented are more effective for observers at lower (more concrete) levels of construal. Examining the effects of both dispositional and situationally induced forms of construal, we randomly assigned observers to receive accounts of why a company layoff was made versus how it was implemented. Across two studies, we find that explaining why leads to greater perceived fairness and more positive company impressions among individuals at higher levels of construal. We also find in Study 2 that describing how layoff recipients were treated respectfully elicits more positive reactions among individuals at lower levels of construal. Our findings illuminate a cognitive mechanism for when different types of accounts ameliorate observers' reactions to an undesirable organizational event-accounts of why and how are more effective under conditions of construal fit. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

中文翻译:

何时解释其原因或发生方式:根据观察员的理解水平调整帐户。

正义文献表明,为消极的组织决策提供依据可以提高观察者对组织公平和积极观点的认识。但是,先前的研究尚未区分帐户中包含的“为什么”和“如何”信息。从解释水平理论出发,我们测试着眼于为什么做出负面工作场所决策的账目对于较高(更抽象)的解释者而言是否更有效,而侧重于如何实施决策的账目对于较低(比较抽象)的观察者是否更有效(更具体)的解释水平。在考察性情取向和情境诱导形式的解释的影响后,我们随机分配了观察员,以了解为何进行公司裁员和如何进行裁员。在两项研究中,我们发现,可以解释为什么在较高解释水平的个人中会导致更大的感知公正性和更积极的公司印象。在研究2中,我们还发现,描述如何对被解雇的接收者进行适当的对待会在较低的建筑水平上引起更多的积极反应。我们的发现为不同类型的帐户何时改善观察者对不良组织事件的反应提供了一种认知机制,这些原因说明了在结构适合的条件下为什么和如何更有效。(PsycINFO数据库记录(c)2020 APA,保留所有权利)。在研究2中,我们还发现,描述如何对被解雇的接收者进行适当的对待会在较低的建筑水平上引起更多的积极反应。我们的发现为不同类型的帐户何时改善观察者对不良组织事件的反应提供了一种认知机制,这些原因说明了在结构适合的情况下为什么和如何更有效。(PsycINFO数据库记录(c)2020 APA,保留所有权利)。在研究2中,我们还发现,描述如何对被解雇的接收者进行适当的对待会在较低的建筑水平上引起更多的积极反应。我们的发现为不同类型的帐户何时改善观察者对不良组织事件的反应提供了一种认知机制,这些原因说明了在结构适合的情况下为什么和如何更有效。(PsycINFO数据库记录(c)2020 APA,保留所有权利)。
更新日期:2019-11-01
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