As jobs become increasingly unstable and contingent and employees are increasingly geographically separated and likely to communicate via technology, employees may find it more difficult to feel connected with each other and to navigate work interactions. We theorize that, given such circumstances, employees are likely to engage in work-related imagined interactions, mental simulations of interactions with work-related others. Drawing on a core social motives framework (Fiske, 2010), we propose two primary types of work-related imagined interactions: those aimed at helping employees feel more connected with others (i.e., imagined interactions concerning socio-emotional goals) and those aimed at helping employees gain confidence to influence others (i.e., imagined interactions concerning socio-instrumental goals). We explicate the conditions that motivate employees to imagine each type of imagined interaction and examine the content of these imaginings, explaining with whom they imagine interacting, what the imagined interaction is like, and when the imagined interaction occurs. Our theorizing sheds light on employees’ intrapersonal relational landscape of work. In doing so, we contribute to the management literatures on relationships and social cognition and to the literature on imagined interactions. We conclude by highlighting important implications for both managers and employees.

中文翻译：

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想象所有人：与工作相关的想象交互的激励模型

随着工作变得越来越不稳定和偶然，并且员工在地理上越来越分散并且可能通过技术进行交流，员工可能会发现彼此之间更难感受到联系并驾驭工作互动。我们推测，在这种情况下，员工可能会参与与工作相关的想象互动，以及与工作相关他人互动的心理模拟。借鉴核心社会动机框架（Fiske，2010），我们提出了两种主要类型的与工作相关的想象互动：旨在帮助员工与他人建立更多联系的互动（即涉及社会情感目标的想象互动）和旨在帮助员工获得影响他人的信心（即，关于社会工具目标的想象互动）。我们解释了激励员工想象每种想象交互的条件，并检查这些想象的内容，解释他们想象与谁交互，想象的交互是什么样的，以及想象的交互何时发生。我们的理论揭示了员工在工作中的人际关系景观。在此过程中，我们为有关关系和社会认知的管理文献以及有关想象互动的文献做出了贡献。最后，我们强调了对管理者和员工的重要影响。我们的理论揭示了员工在工作中的人际关系景观。在此过程中，我们为有关关系和社会认知的管理文献以及有关想象互动的文献做出了贡献。最后，我们强调了对管理者和员工的重要影响。我们的理论揭示了员工在工作中的人际关系景观。在此过程中，我们为有关关系和社会认知的管理文献以及有关想象互动的文献做出了贡献。最后，我们强调了对管理者和员工的重要影响。