Being politically correct involves an understanding that language and behavior can affect others, and a willingness to modify or suppress those words or actions to be sensitive and tolerant toward others. At work, political correctness may manifest as refraining from sharing a risqué joke out of concern of hurting others' feelings, altering language to be gender neutral, suppressing saying something that might be considered rude or insensitive, or avoiding controversial topics altogether. As employees are increasingly entrenched in their own opinions and beliefs, prone to microaggressions, and unwilling to entertain alternate views, political correctness should be of interest to managers and organizations. Yet, little research has been devoted to its study. This oversight is problematic because, although political correctness may manifest out of a concern for others at work, its enactment is also resource intensive-potentially acting as a double-edged sword for employees. To make better recommendations to managers, we must more fully develop our understanding of this understudied phenomenon. We begin the process of developing the nomological network of political correctness by drawing from theory on self-control to examine (a) an antecedent (other orientation) to understand why employees may be motivated to be politically correct with their coworkers, (b) a mechanism (cognitive resource depletion) that explains the cost of workplace political correctness, and (c) home-based outcomes (angry and withdrawn marital behavior) that suggest political correctness may impact others outside of work. Findings across five studies shed light on why employees may be politically correct and the consequences of doing so. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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小心翼翼：工作场所政治正确性的自我控制视角。

政治正确意味着理解语言和行为会影响他人，并愿意修改或抑制这些言行以对他人敏感和宽容。在工作中，政治正确可能表现为出于对伤害他人感情的担忧而避免分享有伤风化的笑话、将语言更改为性别中立、禁止说出可能被认为粗鲁或麻木不仁的话，或者完全避免有争议的话题。随着员工越来越固守自己的观点和信仰，容易产生微攻击，并且不愿接受其他观点，管理人员和组织应该对政治正确性感兴趣。然而，很少有研究致力于它的研究。这种疏忽是有问题的，因为，尽管政治正确可能出于对工作中其他人的关心而表现出来，但它的实施也是资源密集型的——对员工来说可能是一把双刃剑。为了向管理者提出更好的建议，我们必须更充分地发展我们对这一未被充分研究的现象的理解。我们从自我控制理论出发，开始发展政治正确的法则网络，以检查 (a) 前因（其他取向）以理解为什么员工可能会被激励与同事保持政治正确，(b)解释工作场所政治正确成本的机制（认知资源耗竭），以及 (c) 家庭结果（愤怒和退缩的婚姻行为）表明政治正确可能会影响工作以外的其他人。五项研究的结果揭示了为什么员工在政治上可能是正确的，以及这样做的后果。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。