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Interpersonal relationships, emotion...

Lam, Ka Fung Catherine.

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Interpersonal relationships, emotions, and harming: The role of cooperative goals.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Interpersonal relationships, emotions, and harming: The role of cooperative goals./
作者:	Lam, Ka Fung Catherine.
面頁冊數:	210 p.
附註:	Source: Dissertation Abstracts International, Volume: 71-08, Section: A, page: 2955.
Contained By:	Dissertation Abstracts International71-08A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3470136
ISBN:	9781124118505

Interpersonal relationships, emotions, and harming: The role of cooperative goals.
Lam, Ka Fung Catherine.

Interpersonal relationships, emotions, and harming: The role of cooperative goals. - 210 p.

Source: Dissertation Abstracts International, Volume: 71-08, Section: A, page: 2955.

Thesis (Ph.D.)--Hong Kong Polytechnic University (Hong Kong), 2010.

This study investigated how relationship quality in coworker dyads elicits interpersonal emotions (admiration, sympathy, envy, and contempt), which in turn trigger interpersonal harming behavior in teams, and at the same time, how this relationship-emotion-harming linkage is regulated by the team's cooperative goal (Model 1). Furthermore, I used social comparisons to explain why relationship quality is related to interpersonal emotions (Model 2). I examined the validity of the key constructs of the theoretical models using a sample of coworker dyads from a cosmetic company (Study 1). I tested the models using data from a sample of student teams (Study 2) and a sample of work teams from a telecommunication services company (Study 3). In both studies (Study 2 and Study 3), social relations analyses revealed that relationship quality was negatively related to interpersonal harming; positively related to admiration, sympathy, and envy; and negatively related to contempt. These effects of relationship quality on interpersonal emotions were especially strong in teams with a low cooperative goal and were mitigated in teams with a high cooperative goal. When team goals were highly cooperative, good relationship quality induced admiration, which in turn suppressed interpersonal harming. In contrast, in teams with low cooperative goals, poor relationship quality elicited contempt, which in turn triggered harming behavior.

ISBN: 9781124118505Subjects--Topical Terms:

626628
Business Administration, Management.

Interpersonal relationships, emotions, and harming: The role of cooperative goals.
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020 $a 9781124118505
035 $a (UMI)AAI3470136
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040 $a UMI $c UMI
100 1 $a Lam, Ka Fung Catherine. $3 1672996
245 1 0 $a Interpersonal relationships, emotions, and harming: The role of cooperative goals.
300 $a 210 p.
500 $a Source: Dissertation Abstracts International, Volume: 71-08, Section: A, page: 2955.
500 $a Adviser: Xu Huang.
502 $a Thesis (Ph.D.)--Hong Kong Polytechnic University (Hong Kong), 2010.
520 $a This study investigated how relationship quality in coworker dyads elicits interpersonal emotions (admiration, sympathy, envy, and contempt), which in turn trigger interpersonal harming behavior in teams, and at the same time, how this relationship-emotion-harming linkage is regulated by the team's cooperative goal (Model 1). Furthermore, I used social comparisons to explain why relationship quality is related to interpersonal emotions (Model 2). I examined the validity of the key constructs of the theoretical models using a sample of coworker dyads from a cosmetic company (Study 1). I tested the models using data from a sample of student teams (Study 2) and a sample of work teams from a telecommunication services company (Study 3). In both studies (Study 2 and Study 3), social relations analyses revealed that relationship quality was negatively related to interpersonal harming; positively related to admiration, sympathy, and envy; and negatively related to contempt. These effects of relationship quality on interpersonal emotions were especially strong in teams with a low cooperative goal and were mitigated in teams with a high cooperative goal. When team goals were highly cooperative, good relationship quality induced admiration, which in turn suppressed interpersonal harming. In contrast, in teams with low cooperative goals, poor relationship quality elicited contempt, which in turn triggered harming behavior.
520 $a Aside from replicating the results in Study 2, Study 3 also confirmed that social comparisons (i.e., upward assimilation, downward assimilation, and downward contrast) mediated the link between relationship quality and emotions (admiration, sympathy, and contempt). Finally, I found that social comparisons mediated the interactive effects of relationship quality and cooperative goals on emotions.
520 $a These results suggested that the extent to which good or poor work relationships in coworker dyads can stimulate social comparisons and interpersonal emotions among teammates, as well as the extent to which such emotions will be translated into harming behavior toward the focal members are dependent on the team's cooperative context. This research clarifies the mediating mechanism and processes that account for previously established relationship between social exchange quality and reciprocal behavior. I also shed light on how this relationship is shaped by the team's cooperative goal.
590 $a School code: 1170.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Organizational. $3 1018023
690 $a 0454
690 $a 0703
710 2 $a Hong Kong Polytechnic University (Hong Kong). $3 1020200
773 0 $t Dissertation Abstracts International $g 71-08A.
790 1 0 $a Huang, Xu, $e advisor
790 $a 1170
791 $a Ph.D.
792 $a 2010
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3470136