互动不公平影响安全绩效的迷走神经活动机制
文献类型：学位论文
| 作者 | 冯钰婷
|
| 答辩日期 | 2022-06 |
| 文献子类 | 博士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 胥遥山 ; 李永娟 |
| 关键词 | 互动不公平 迷走神经 迷走张力 安全绩效 安全氛围 |
| 学位名称 | 理学博士 |
| 学位专业 | 应用心理学 |
| 其他题名 | Psychophysiological Self-regulation Mechanism that Underlies the Effects of Interactional Injustice on Safety Performance: the Role of Vagus Nerve Activity |
| 中文摘要 | In high-risk organizations, due to the more frequent interactions between frontline supervisors and employees, and the greater freedom of the supervisor in their interactional process, unfair treatment of subordinates by supervisors is widespread in organizations. Interactional injustice not only impacts employees’ health and general performance, but also increases risks of organizational safety. So far, the research on interactional injustice and safety performance is still in its infancy. To our knowledge, most of the research focused on the correlation between interactional injustice and safety performance, as well as its psychological mechanism. It is believed that interactional injustice would damage the social exchange relationship between supervisors and subordinates, reduce subordinates' identity towards supervisors, and result in negative emotions of subordinates. We proposes that, as a social threatening stressor, interactional injustice not only causes negative psychological states such as negative attitudes and emotions of employees, but also inevitably triggers spontaneous changes in the function of the autonomic nervous system(ANS), and the vagus nerve activity changes of ANS is an important psychophysiological self-regulation mechanism in coping with social threatening stressors. Research showed that safety performance highly depends on self-regulatory processes of employees. Therefore, impaired vagus nerve function, that is, reduced vagal tone due to unfair treatment from supervisors, would impair employees' self-regulatory capacity, and in turn, decrease employees' safety performance. In order to reveal the neurophysiological mechanism behind the reduction of safety performance caused by interactional injustice, this study introduces the vagal tone, which is the strength of the vagus nerve. Drawing from the main theories of the vagus nerve in coping with environmental changes and behavioral regulation, named the polyvagal theory and neurovisceral integration model, we revealed that how individuals transfer their behavioral patterns via activation and inactivation of the vagus nerve in changing environment from the perspective of psychophysiological self-regulation. When treated fairly, the vagus nerve and its social engagement system are activated, promoting individual's self-regulatory behaviors. However, when treated unfairly, their vagal tone decreased, transfer their behavioral pattern to "fight or flight" system, which would weaken psychophysiological self-regulation and reduce safety performance. Current study expected that the reduction of vagal tone induced by interactional injustice was the psychophysiological mechanism that leads to the reduced safety performance. As a kind of environmental safety cue and resource, safety climate could alleviate the negative effects of impaired vagus nerve caused by interactional injustice on safety performance. In addition, there exists short-term dynamic fluctuations in interactional injustice, bringing about individual differences in the variability or stability of unfair treatment. Vagus nerve activity also exists dynamic changes at the day level and changes over time during the working period, which may dynamically influence daily safety performance. To test the research model, we conducted three studies to explore the psychophysiological self-regulation mechanism underlying the relationship among interactional injustice, vagal tone and safety performance, its boundary condition, as well as their dynamic fluctuations and variability at the person level, day level, and hour level, respectively. Study 1 was an experimental design, with manipulation of interactional injustice and safety climate. Results provided strong evidence on causal effect of interactional injustice on safety performance. The mediating effect of vagal tone still exists when controlling possible mediation mechanisms. In addition, this detrimental effect was weaker when safety climate is high compared to low safety climate condition. Study 2a was a cross-sectional design, combining questionnaires and physiological measurements, in order to further verify the mediating role of vagal tone and the moderating effect of safety climate in real organizational context. Results verified the psychophysiological self-regulation mechanism of vagal tone and the boundary condition of safety climate when controlling possible psychological mechanisms. Study 2b was a three-stage field study, we found the lagged effect of interactional injustice on vagal tone across time among frontline employees, as well as its impact on safety performance rated by employees’ direct supervisor. Safety climate could also buffer such effects. Current study makes several contributions. From the perspective of vagal tone and psychophysiological self-regulation, we describe a novel psychophysiological mechanism responsible for negative effects of interactional injustice on safety performance. After controlling possible psychological mechanisms, we verified the regulatory mechanism of vagus nerve in both laboratory and real organizational contexts. This is conductive to understand the psychophysiological mechanism of reduced safety performance due to interactional injustice. Furthermore, we explored the possible dynamic relationship among organizational contexts, the psychophysiological states and organizational behaviors. This study contributes to practice in several ways. We suggest that front-line supervisors show respect, politeness, and propriety, as well as provide timely and accurate information to workers, maximizing their safety performance in workplace. It is also suggested that supervisors treat employees consistently in order to reduce the uncertainty of employees and subsequent negative effects. In addition, HRV could be used to monitor ANS changes for the assessment, early warning, improvement of organizational safety, as well as personnel selection and training. |
| 英文摘要 | 主管与下属互动过程中的互动不公平是组织中普遍存在的现象，会给个人和组织带来伤害，损害员工身心健康，降低一般工作绩效。在高风险企业，主管的互动不公平还会损害下属的安全绩效，增加事故风险，带来巨大的安全隐患。以往研究聚焦于探讨互动不公平导致负面组织行为和绩效下降的心理机制，认为互动不公平对外会损害主管和下属之间的社会交换关系，降低下属对主管的认同，对内会引发员工的消极情绪，忽略了互动不公平对个体生理系统造成的必然影响。事实上，作为一种典型的社会威胁性应激源，互动不公平除了通过社会交换、身份认同和情绪等心理层面的机制影响行为，还会不可避免地引发其心理生理应激反应，特别是自主神经系统的功能变化。自主神经系统中迷走神经的功能变化是应对社会威胁性应激源重要的心理生理机制。当遭受互动不公平，为应对威胁，员工的迷走神经活动减弱，损害对社会行为的自我调控。 安全绩效高度依赖于员工的自我控制过程。因此，互动不公平对迷走神经功能的影响可能是其导致安全绩效降低重要的心理生理机制。为揭示这一神经生理机制，本研究引入迷走张力的概念，即迷走神经对心脏的调控能力，借鉴和整合迷走神经应对环境和行为调控的两个主流理论，即多迷走神经理论和神经内脏整合模型，从心理生理自我调控的角度揭示个体如何在环境变化时，通过迷走神经的激活和失活转换相应的行为模式。当个体被公平对待，迷走神经及其社会参与系统处于激活状态，促进社会参与和自我调控行为。而当个体遭受不公平对待，其迷走神经活动减弱，迷走张力降低，行为模式转向由更低层级防御系统主导的“战斗或逃跑”，减弱心理生理自我调控，降低安全绩效。 我们预期互动不公平引发的迷走张力减弱是导致安全绩效降低的心理生理机制。安全氛围作为一种外部安全线索和可用的环境资源，能缓解由互动不公平造成的迷走神经损伤带给安全绩效的负面影响。此外，互动不公平存在短期内动态波动，并会由此产生不公平对待稳定性上的个体差异，即互动不公平变异。而迷走神经功能也存在天水平的动态变化和工作期间内随时间的变化趋势，这都可能动态影响日常安全绩效。为检验研究模型，我们设计了 3 个研究，分别在个体间水平、个体内水平、工作日内小时水平，运用实验法和现场研究，结合迷走神经活动测量，探讨互动不公平和安全绩效的因果关系、心理生理机制及边界条件。 研究 1 采用 2×2 实验设计，分别操纵互动不公平和安全氛围，在安全模拟任务中测量实际的安全绩效，在实验操纵前、后测量静息迷走张力，探索互动不公平与迷走神经活动和安全绩效之间可能的因果关系。结果发现，互动不公平能迅速引发静息迷走张力减弱，进而导致随后安全绩效的降低。在控制可能的中介机制后，静息迷走张力有额外解释力；安全氛围能缓解此负面效应。 研究 2a 采用横断面设计，在真实组织情境下探讨一线员工长期遭受互动不公平对其静息迷走张力和安全绩效的影响。发现在控制可能的心理机制后，静息迷走张力中介互动不公平对安全绩效的影响。研究 2b 采用分阶段取样，发现互动不公平对静息迷走张力跨时间的影响及其对安全绩效额外的预测作用。此外，研究 2 也同样发现了安全氛围在其中的缓解作用。 研究 3 聚焦于迷走张力的动态变化及互动不公平的波动和变异，采用基于时间的经验取样法，探索一线员工每天遭受的互动不公平、互动不公平变异、每天的迷走张力、迷走张力每小时随时间的变化趋势和安全绩效的关系，以及安全氛围的调节作用。主要发现，在个体内水平，员工当天遭受的互动不公平降低其工作期间的迷走张力，并进而降低安全绩效，且安全氛围能缓解工作期间迷走张力的降低对安全遵守的负面效应。在个体间水平，员工知觉到的互动不公平变异越大，其工作期间迷走张力越低，安全绩效越低，且安全氛围在其中起缓解作用。 本研究从迷走张力和心理生理自我调控的视角出发，控制可能的心理机制后，在实验室和真实组织情境下验证了互动不公平影响安全绩效的迷走神经活动机制，更深层次地阐释组织中安全绩效降低的心理生理机制；并将自主神经系统功能及其动态变化引入组织管理领域，探索组织环境、心理生理状态和组织行为之间的动态关系。本研究也具有一些实践价值。建议一线主管友好、尊重、礼貌地对待下属，可以有效帮助降低其对员工迷走神经功能的损伤，最大化工作场所的安全绩效，也建议主管尽可能始终如一地对待员工，降低员工的不确定和不可控感对迷走神经活动及其行为产生更负面的影响；此外，本研究可以为组织管理者评估、预警和改善组织安全，以及进行人员选拔和训练提供有效措施。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/43149]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 冯钰婷. 互动不公平影响安全绩效的迷走神经活动机制[D]. 中国科学院心理研究所. 中国科学院大学. 2022. |
入库方式： OAI收割
来源：心理研究所
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