CAJ | 학술논문

无礼行为在工作场所中广泛存在，但由于其强度低、意图模糊等特征，从而使组织很难有效地甄别、预防或控制它。在总结工作场所无礼行为已有研究成果的基础上，笔者展开了下列三方面的工作：首先，厘清无礼行为与其他相关不良行为的概念边界：其次。梳理了工作场所无礼行为的相关理论模型的发展进程，主要介绍情绪认知评价理论模型、情感事件理论模型和无礼行为的情绪反应模型；最后，基于目前研究存在的问题和不足，主张建构一个以认知和情绪反应为中介，以社会文化、人格和组织因素为调节变量的无礼行为的模型，并建议未来的研究运用纵向实验设计的方法来确定各变量之间的因果走向，以求进一步丰富、完善和深化无礼行为的发展机制模型。
무례행위재공작장소중엄범존재，단유우기강도저、의도모호등특정，종이사조직흔난유효지견별、예방혹공제타。재총결공작장소무례행위이유연구성과적기출상，필자전개료하렬삼방면적공작：수선，전청무례행위여기타상관불량행위적개념변계：기차。소리료공작장소무례행위적상관이론모형적발전진정，주요개소정서인지평개이론모형、정감사건이론모형화무례행위적정서반응모형；최후，기우목전연구존재적문제화불족，주장건구일개이인지화정서반응위중개，이사회문화、인격화조직인소위조절변량적무례행위적모형，병건의미래적연구운용종향실험설계적방법래학정각변량지간적인과주향，이구진일보봉부、완선화심화무례행위적발전궤제모형。
There is no shortage of uncivil behavior in the workplace. Workplace incivility occurs frequently and has a lasting negative impact on workers and the organization. An unfortunate aspect of incivility is that it can occur at a low relative frequency and is particularly difficult to extinguish. We summarize the existing research and developed a model of workplace incivility to provide a framework for furthering theoretical and methodological developments. To build the model we first clarified the conceptual boundaries incivility and other deviant behaviors emitted in the workplace. Second, the model of workplace incivility was integrated and grounded in the theories of： cognitive appraisal of emotion, affect events, and emotional reactions. Finally, our work constructs a more integrated model of workplace incivility, in which a cognitive and emotional reaction functions as a mediating variables while personality and organizational factors serve as moderating variables. Our results advance workplace mistreatment theory and research while providing practical strategies for organizations to employ in order to maintain a civil working environment. We conclude that future studies should make use of longitudinal experimental designs to determine the causal trend among variables while attending to culture differences.