Despite wide-ranging negative consequences of interpersonal mistreatment, research offers few practical solutions to reduce such behavior in organizations. Given that interpersonal relationships are strengthened and desired employee behaviors are more frequent when individuals purposefully cultivate feelings of gratitude, the present study tests the effectiveness of a 10-day gratitude journaling intervention in reducing workplace incivility, gossip, and ostracism. Because research has not examined the mechanisms by which gratitude interventions influence outcomes, we draw on theory and research from the gratitude literature to propose and test a multiple mediator model. Specifically, we examine the moral affect theory of gratitude, find-remind-and-bind theory, self-regulation theory, and social exchange theory as possible explanations for the effects of the intervention. Two field experiments involving 147 (Study 1) and 204 (Study 2) employees demonstrated that the intervention decreased mistreatment (as reported by coworkers) by enhancing self-control resources. We also found that the effects of the intervention were stronger for individuals who perceive higher norms for gratitude in their workplace. The findings support the resource-building nature of gratitude interventions and demonstrate that a gratitude intervention is one effective way to decrease interpersonal mistreatment in organizations. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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感恩干预如何影响工作场所虐待：多重中介模型。


尽管人际虐待会产生广泛的负面影响，但研究几乎没有提供减少组织中此类行为的实用解决方案。鉴于当个人有目的地培养感激之情时，人际关系会得到加强，期望的员工行为也会更加频繁，本研究测试了为期 10 天的感恩日记干预措施在减少工作场所不礼貌、八卦和排斥方面的有效性。由于研究尚未检验感恩干预影响结果的机制，因此我们借鉴感恩文献中的理论和研究来提出并测试多重中介模型。具体来说，我们研究了感恩的道德情感理论、发现提醒和约束理论、自我调节理论和社会交换理论，作为干预效果的可能解释。涉及 147 名（研究 1）和 204 名（研究 2）员工的两项现场实验表明，干预措施通过增强自我控制资源减少了虐待（据同事报告）。我们还发现，对于在工作场所感知更高感恩规范的个人来说，干预的效果更强。研究结果支持感恩干预的资源建设性质，并表明感恩干预是减少组织中人际虐待的一种有效方法。讨论了理论和实践的意义。 （PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。