企业高声誉的负面效应的心理学机制

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孙涂蔚, 骆南峰, 石伟(

), 李弘扬

中国人民大学劳动人事学院, 北京 100872

收稿日期:2019-03-22出版日期:2020-03-15发布日期:2020-01-18
通讯作者:石伟E-mail:swei@ruc.edu.cn

基金资助:* 国家社会科学基金(17ZDA041)

Psychological mechanisms underlying the negative effects of corporations’ high reputation

SUN Tuwei, LUO Nanfeng, SHI Wei(

), LI Hongyang

School of Labor and Human Resources, Renmin University of China, Beijing 100872, China

Received:2019-03-22Online:2020-03-15Published:2020-01-18
Contact:SHI Wei E-mail:swei@ruc.edu.cn

摘要/Abstract

摘要： 企业高声誉通常被视为企业的无形资产, 可以给企业带来诸多竞争优势。然而, 无论是在常规情景(企业正常经营)下, 还是在危机情景(爆发妨碍企业正常运营并可能伤害企业的事件后)下, 企业高声誉都可能对企业和员工产生负面影响。高声誉的负面效应源于企业声誉的微观心理基础, 即企业利益相关者的认知和情绪。其中, 在常规情景下, 高声誉通过认知和情绪机制分别对企业和员工产生负面效应; 在危机情景下, 高声誉主要通过认知机制恶化危机给企业所带来的负面影响。高声誉的负面效应受到个人、组织和市场等多层次因素的调节, 且常规和危机情景之下负面效应的边界条件有所不同。未来研究可以进一步挖掘高声誉各维度在常规和危机情景下负面影响的独特作用机制和边界条件, 研究各维度之间的交互作用, 拓展高声誉对企业员工的负面影响, 探究高声誉负面影响的动态变化, 以及开展有关高声誉负面效应的元分析。

图/表 2

图1常规情景下企业声誉的负面影响

图2危机情景下企业声誉的恶化作用

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