应用反态度辩护原理改善人际关系冲突的实验研究
发布时间：2018-11-16 20:30
【摘要】：人际关系冲突是社会中普遍存在的现象。企业作为众多员工的集合体,员工在长期相处中,由于彼此在价值观、人格、处事风格等方面存在差异性,不可避免的会产生一些人际关系冲突。除此之外,企业本身存在的员工角色模糊、沟通渠道不畅、个别员工之间存在权利不相容等问题,也都会引发人际关系冲突的产生。 但是,目前学术界对冲突管理的研究主要集中在冲突与组织绩效之间的关系、冲突管理模式这两个方面,缺少对解决人际关系冲突的具体方法的研究。尽管有些文献中也提到了解决人际关系冲突的各种办法,有一定的启示作用,比如有的学者提出通过建设学习型组织、运用强化理论来鼓励建设型冲突、避免破坏型冲突。但是都没有展开深入的探讨和科学的研究,因此难以对冲突管理实践进行有效指导。 基于此,本文提出了应用社会心理学中的反态度辩护原理改善人际关系冲突的设想。这一设想的具体方法是：诱导冲突方在公开明朗化的情境下,做反方向辩护(譬如教导他人要和谐相处),通过其产生的一系列心理效应以及由此带来的心理威慑作用,迫使冲突方按照他们所说的去做,从而达到改善人际关系冲突的目的。 本文首先从“自我合理化”、“消除伪善”、“自我说服”三个方面对该方法的有效性进行了理论分析,进而提出了“原本人际关系冲突水平较高的群体在进行反态度辩护后,人际关系冲突水平会明显降低”的研究假设。之后采用准实验研究法,通过对某中外合资保险公司的7名内勤人员进行人际关系冲突水平前测、反态度辩护方案操作、人际关系冲突水平后测及实验访谈。本文得出的结论是：反态度辩护可以显著降低人际关系冲突水平,减少人际摩擦,缓解同事之间的紧张对立气氛,是一种切实有效的解决人际关系冲突的方法。 在此基础上,本文对应用反态度辩护原理改善人际关系冲突的方法进行了提炼。提出了反态度辩护方案设计的三条思路：一是要使辩护者在反态度辩护后能够产生自我合理化的倾向；二是要使辩护者在反态度辩护后能够产生消除伪善的需要；三是要使辩护者在反态度辩护后达到自我说服的效果。并进一步提出了方案设计的指导模型——应用反态度辩护改善人际关系冲突的双路径模型。然后总结了应用这种方法改善人际关系冲突的实施步骤：冲突分析、方案设计、方案实施和效果评价。 本文比较创新的地方是将社会心理学中的反态度辩护原理应用到冲突管理中来,并且提出了一种改善人际关系冲突的具体方法——反态度辩护法,以期为冲突管理实践添砖添瓦。
[Abstract]:Interpersonal conflict is a common phenomenon in society. As a collection of many employees, employees in the long-term relationship, due to the differences in values, personality, handling style and other aspects, it is inevitable to produce some interpersonal conflicts. In addition, there are many problems in the enterprise, such as the ambiguity of employee's role, the lack of communication channels, the incompatibility of rights among individual employees, and so on, which can also lead to interpersonal conflicts. However, the current academic research on conflict management mainly focuses on the relationship between conflict and organizational performance, conflict management model, and the lack of research on the specific methods of solving interpersonal conflict. Although some literatures also mention various methods to solve interpersonal conflicts, they have some enlightening effects. For example, some scholars put forward to encourage constructive conflicts and avoid destructive conflicts by building learning organizations and using reinforcement theory. However, it is difficult to guide the practice of conflict management because of the lack of deep discussion and scientific research. Based on this, this paper puts forward an idea to improve interpersonal conflict by applying the principle of anti-attitude defense in social psychology. The concrete method of this idea is to induce the parties to the conflict to defend themselves in the opposite direction (for example, by teaching others to live in harmony) in an open and clear context, through its series of psychological effects and its psychological deterrent effect. Force the parties to the conflict to do what they say, thus achieving the goal of improving interpersonal conflict. This paper first analyzes the effectiveness of this method from three aspects of "self-rationalization", "eliminating hypocrisy" and "self-persuasion", and then puts forward that "the group with high level of interpersonal conflict is defending its anti-attitude." The level of interpersonal conflict is significantly reduced, "the study hypothesized. Then the quasi-experimental research method was used to measure the interpersonal conflict level of 7 domestic staff in a Sino-foreign joint venture insurance company. The operation of the anti-attitude defense scheme the post-test of interpersonal conflict level and the experimental interview were carried out. The conclusion of this paper is that anti-attitude defense can significantly reduce the level of interpersonal conflict, reduce interpersonal friction, ease the tension and antagonism among colleagues, and is a practical and effective method to solve interpersonal conflict. On this basis, this paper refines the method of improving interpersonal conflict by using the principle of counter-attitude defense. This paper puts forward three ideas for the design of the anti-attitude defense scheme: one is to enable the defender to produce the tendency of self-rationalization after the anti-attitude defense, the other is to make the defender have the need to eliminate hypocrisy after the anti-attitude defense. Third, the defense should achieve the effect of self-persuasion after defending against the attitude. Furthermore, a guiding model for scheme design is proposed, which is a two-path model for the improvement of interpersonal conflict by using anti-attitude defense. Then it summarizes the implementation steps to improve interpersonal conflict: conflict analysis, scheme design, scheme implementation and effect evaluation. The innovation of this paper is to apply the principle of anti-attitude defense in social psychology to conflict management, and to put forward a specific method to improve interpersonal conflict, that is, anti-attitude defense. In order to add brick to conflict management practice.
【学位授予单位】：东北财经大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：C912.1
本文编号：2336564
[Abstract]:Interpersonal conflict is a common phenomenon in society. As a collection of many employees, employees in the long-term relationship, due to the differences in values, personality, handling style and other aspects, it is inevitable to produce some interpersonal conflicts. In addition, there are many problems in the enterprise, such as the ambiguity of employee's role, the lack of communication channels, the incompatibility of rights among individual employees, and so on, which can also lead to interpersonal conflicts. However, the current academic research on conflict management mainly focuses on the relationship between conflict and organizational performance, conflict management model, and the lack of research on the specific methods of solving interpersonal conflict. Although some literatures also mention various methods to solve interpersonal conflicts, they have some enlightening effects. For example, some scholars put forward to encourage constructive conflicts and avoid destructive conflicts by building learning organizations and using reinforcement theory. However, it is difficult to guide the practice of conflict management because of the lack of deep discussion and scientific research. Based on this, this paper puts forward an idea to improve interpersonal conflict by applying the principle of anti-attitude defense in social psychology. The concrete method of this idea is to induce the parties to the conflict to defend themselves in the opposite direction (for example, by teaching others to live in harmony) in an open and clear context, through its series of psychological effects and its psychological deterrent effect. Force the parties to the conflict to do what they say, thus achieving the goal of improving interpersonal conflict. This paper first analyzes the effectiveness of this method from three aspects of "self-rationalization", "eliminating hypocrisy" and "self-persuasion", and then puts forward that "the group with high level of interpersonal conflict is defending its anti-attitude." The level of interpersonal conflict is significantly reduced, "the study hypothesized. Then the quasi-experimental research method was used to measure the interpersonal conflict level of 7 domestic staff in a Sino-foreign joint venture insurance company. The operation of the anti-attitude defense scheme the post-test of interpersonal conflict level and the experimental interview were carried out. The conclusion of this paper is that anti-attitude defense can significantly reduce the level of interpersonal conflict, reduce interpersonal friction, ease the tension and antagonism among colleagues, and is a practical and effective method to solve interpersonal conflict. On this basis, this paper refines the method of improving interpersonal conflict by using the principle of counter-attitude defense. This paper puts forward three ideas for the design of the anti-attitude defense scheme: one is to enable the defender to produce the tendency of self-rationalization after the anti-attitude defense, the other is to make the defender have the need to eliminate hypocrisy after the anti-attitude defense. Third, the defense should achieve the effect of self-persuasion after defending against the attitude. Furthermore, a guiding model for scheme design is proposed, which is a two-path model for the improvement of interpersonal conflict by using anti-attitude defense. Then it summarizes the implementation steps to improve interpersonal conflict: conflict analysis, scheme design, scheme implementation and effect evaluation. The innovation of this paper is to apply the principle of anti-attitude defense in social psychology to conflict management, and to put forward a specific method to improve interpersonal conflict, that is, anti-attitude defense. In order to add brick to conflict management practice.
【学位授予单位】：东北财经大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：C912.1
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