We draw from conservation of resources theory to examine how employees' assessments of coronavirus disease (COVID-19) event strength may threaten their existing resources and their subsequent dependence on their supervisors, as well as voice behaviors that are critical to the organization's survival in a disruptive environment. We propose that assessments of COVID-19 as a strong event are positively related to employees' suffering, in turn increasing their sense of dependence on their supervisors and ultimately reducing their tendencies to display promotive and prohibitive voice. Furthermore, we propose that team compassion behavior can mitigate these negative indirect effects of COVID-19 event strength on employee voice by attenuating the positive effect of COVID-19 event strength on individual suffering. We designed a six-wave, multisource, time-lagged field study in a hotel chain based in a Southeast Asian country to capture employees' and supervisors' perceptions and behaviors before the onset of the pandemic (T1) and then following the country's COVID-19 mandatory stay-at-home order (T2-T6). Our results highlight the impact of the COVID-19 pandemic on employee-supervisor relationships, and the critical role of team compassion behavior as a contextual moderator to reduce the indirect negative effect of COVID-19 event strength on employee voice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

中文翻译：

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困难时期的同情心：COVID-19 期间的团队同情心行为、痛苦、监督依赖和员工的声音。

我们借鉴资源保护理论来研究员工对冠状病毒病 (COVID-19) 事件强度的评估如何威胁他们现有的资源和他们随后对上司的依赖，以及对组织生存至关重要的发言行为破坏性环境。我们建议将 COVID-19 评估为强烈事件与员工的痛苦呈正相关，从而增加他们对上司的依赖感，并最终减少他们表现出促进和禁止声音的倾向。此外，我们建议团队同情行为可以通过减弱 COVID-19 事件强度对个人痛苦的积极影响来减轻 COVID-19 事件强度对员工声音的这些负面间接影响。我们设计了一个六波，在东南亚国家的连锁酒店进行多源、时滞的实地研究，以了解大流行 (T1) 爆发前员工和主管的看法和行为，然后跟踪该国 COVID-19 强制居家隔离订单（T2-T6）。我们的结果强调了 COVID-19 大流行对员工与主管关系的影响，以及团队同情行为作为上下文调节器的关键作用，以减少 COVID-19 事件强度对员工声音的间接负面影响。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。s COVID-19 强制居家令 (T2-T6)。我们的结果强调了 COVID-19 大流行对员工与主管关系的影响，以及团队同情行为作为上下文调节器的关键作用，以减少 COVID-19 事件强度对员工声音的间接负面影响。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。s COVID-19 强制居家令 (T2-T6)。我们的结果强调了 COVID-19 大流行对员工与主管关系的影响，以及团队同情行为作为上下文调节器的关键作用，以减少 COVID-19 事件强度对员工声音的间接负面影响。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。