Guruhning affektiv ohangi

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Guruhning affektiv ohangi guruh ichidagi izchil yoki bir xil affektiv reaksiyalarni ifodalaydi[1][2].

Guruhning affektiv ohangi guruhning alohida a'zolarining kayfiyatlarining yig'indisi bo'lib, tahlilning guruh darajasidagi kayfiyatni anglatadi. Agar alohida guruh a'zolarining kayfiyati bir xil bo'lsa, unda guruhning affektiv ohangini guruh xususiyati sifatida ko'rish mumkin. Agar,masalan,guruh a'zolari hayajonli, baquvvat va g'ayratli bo'lishga moyil bo'lsa, unda guruhning o'zini hayajonli, baquvvat va g'ayratli deb ta'riflash mumkin. Agar guruh a'zolari g'amgin, ishonchsiz va asabiy bo'lishga moyil bo'lsa, unda guruhni ham shu atamalar bilan tavsiflash mumkin. Hamma guruhlar ham affektiv ohangga ega emas; ba'zi guruhlarning a'zolari o'xshash kayfiyatni boshdan kechirmaydilar. Shunga qaramay, o'tgan tadqiqotlar shuni ko'rsatadiki, ko'pchilik guruhlar ta'sirchan ohangga ega[2].

Guruhning affektiv ohangining ikki o'lchovi aniqlangan: ijobiy ta'sirchan ohang va salbiy ta'sirchan ohang[1][2]. Tadqiqotlar shuni ko'rsatadiki, ta'sirning ikki o'lchovi mustaqil omillar sifatida paydo bo'ladi[3][4] va boshqa o'zgaruvchilar bilan munosabatlarning mustaqil naqshlarini ko'rsatadi[5][6][7].

Guruh a'zolari bir nechta nazariy mexanizmlar, jumladan, guruh a'zolarini tanlash va tarkibi, guruh a'zolarining ijtimoiylashuvi va guruh a'zolarining bir xil ta'sirchan hodisalarga, masalan, topshiriq talablari va natijalariga ta'sir qilishiga asoslangan o'xshash kayfiyatni boshdan kechirishga moyildirlar[2][8].

Kayfiyat odatda guruh a'zolari o'rtasida kayfiyatni yuqtirish[9] va taassurotlarni boshqarish kabi jarayonlar orqali taqsimlanadi[10]. Guruhning affektiv ohangi turli xil tashkiliy natijalar bilan bog'liq, masalan, guruhning ijtimoiy xulq-atvori[2][10].

Jorj (1990)[1] ish guruhlarida PA va NA shaxsiy xususiyatlarining xarakterli darajalari ularning mos keladigan (ijobiy va salbiy) ta'sirchan ohanglari bilan ijobiy bog'liqligini ko'rsatdi. Guruhning ta'sirchan ohangiga guruhlardagi shaxsiy xususiyatlarning xarakterli darajalari ta'sir qiladi. Shaxsning ushbu xarakterli darajalari Shnayder (1987) tomonidan tasvirlangan jalb qilish-tanlash-yo'q qilish jarayonlari natijasida kelib chiqadigan a'zolarning o'xshashligi bilan bog'liq deb taxmin qilingan[11]. Shaxsiyatdan tashqari, ishchi guruh a'zolari nima uchun kayfiyat va his-tuyg'ularni bo'lishishga moyilligini tushuntirish uchun bir qator boshqa omillar ham mavjud[2][12][13], masalan:(a) umumiy sotsializatsiya tajribasi va umumiy ijtimoiy ta'sirlar;[14](b) vazifalarning o'xshashligi va vazifalarning yuqori o'zaro bog'liqligi;[15] [16](c) aʼzolik barqarorligi; (d) kayfiyatni tartibga solish normalari va qoidalari;[17] va (e) hissiy yuqumli kasallik[18].

Jorjning fikricha, guruhning ta'sirchan ohangi guruh qanchalik innovatsion (va samarali) bo'lishini belgilaydi. Bu e'tiqodning dalili shundan iboratki, odamlar o'zlarini ijobiy his qilsalar, ular turli xil rag'batlantiruvchi materiallarni bog'lash va birlashtirishga intiladi - ular ko'proq ijodiy bo'ladi[19][20][21].

Jorjning ta'kidlashicha, agar ishchi guruhdagi barcha yoki ko'pchilik odamlar ishda ijobiy his-tuyg'ularga moyil bo'lsa (guruhda "Yuqori ijobiy ta'sirchan ohang" mavjud), unda ijtimoiy ta'sir va boshqa guruh jarayonlari natijasida ularning kognitiv moslashuvchanligi kuchayadi. Ushbu individual va guruh darajasidagi jarayonlar natijasida guruh umumiy va moslashuvchan aqliy modellarni ishlab chiqadi. Aslida, ijobiy ta'sirchan ohang yuqori bo'lgan guruhlar ijodiy bo'ladi.

Tahlillar shuni ko'rsatdiki, ijobiy guruhning ta'sirchan ohangi to'liq vositachilik qilgan va salbiy guruhning ta'sirchan ohangi qisman vositachilik qilgan, lider kayfiyati va guruhni muvofiqlashtirish o'rtasidagi bog'liqlik. Muvaffaqiyatli rahbarlar o'z guruhlarining ta'sirchan ohanglarini samarali tartibga solishlari kerak. Guruhning ta'sirchan ohangini boshqarishda samarali bo'lgan rahbarlar o'zlarining hamkasblariga qaraganda guruh jarayonlariga ko'proq ta'sir qilishlari kerak.

Manbalar[tahrir | manbasini tahrirlash]

  1. ↑ 1,0 1,1 1,2 George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75, 107–116.
  2. ↑ 2,0 2,1 2,2 2,3 2,4 2,5 George, J.M. (1996). Group affective tone. In M. A. West (Ed.), Handbook of work group psychology (pp. 77–93). Chichester, UK: Wiley.
  3. ↑ Organ, D. W., & Near, J. P. (1985). Cognition vs affect in measures of job satisfaction. International Journal of Psychology, 20, 241–253.
  4. ↑ Watson, D., & Tellegen, A. (1985). Toward a consensual structure of mood. Psychological Bulletin', 98, 219–235.
  5. ↑ Costa, P. T., & McCrae, R. R. (1980). Influence of extraversion and neuroticism on subjective well-being: happy and unhappy people. Journal of Personality and Social Psychology, 38, 668–678.
  6. ↑ Warr, P. B., Barter, J., & Brownbridge, G. (1983). On the independence of positive and negative affect. Journal of Personality and Social Psychology, 44, 644–651.
  7. ↑ Watson, D., & Clark, L. A. (1984). Negative affectivity: the disposition to experience aversive emotional states. Psychological Bulletin, 96, 465–490.
  8. ↑ Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1–74.
  9. ↑ Neumann, R., & Strack, F. (2000). "Mood contagion": The automatic transfer of mood between persons. Journal of Personality and Social Psychology, 79, 211–223.
  10. ↑ 10,0 10,1 Kelly, J. R., & Barsade, S. G. (2001). Moods and emotions in small groups and work groups. Organizational Behavior and Human Decision Processes, 86, 99–130.
  11. ↑ Schneider B. 1987. The people make the place. Pers. Psychol. 40(3):437–53
  12. ↑ Bartel CA, Saavedra R. 2000. The collective construction of work group moods. Administrative Science Qoeterly 45(2):197–231
  13. ↑ George JM, Brief AP. 1992. Feeling good doing good: a conceptual analysis of the mood at work-organizational spontaneity relationship. Psychological Bulletin. 112(2):310–29
  14. ↑ Hackman JR. 1992. Group influences on individuals in organizations. In Handbook of I/O Psychology, ed. MD Dunnette, LM Hough, 3:199–267. Palo Alto, CA: Consult. Psychol. Press. 1095 pp.
  15. ↑ Gallupe RB, Bastionatti LM, Cooper WH. 1991. Unblocking brainstorms. J. Appl. Psychol. 76(1):137–42
  16. ↑ Heath C, Jourden FJ. 1997. Illusion, disillusion, and the buffering effect of groups. Organ. Behav. Hum. Decis. Process. 69(2):103–16
  17. ↑ Sutton RI. 1991. Maintaining norms about expressed emotions: the case of bill collectors. Administrative Science Quarterly 36(2):245–68
  18. ↑ Pugh, S. Douglas (2001). Service with a Smile: Emotional Contagion in the Service Encounter. Academy of Management Journal, 44 (5), 1018-27.
  19. ↑ Cummings, A. (1998). Contextual characteristics and employee creativity: Affect at work. Paper presented at the 13th Annual Conference, Society for Industrial Organizational Psychology. Dallas, USA, April.
  20. ↑ Isen, A.M., & Daubman, K.A. (1984). The influence of affect on categorization. Journal of Personality and Social Psychology, 47, 1206–1217.
  21. ↑ Isen, A.M., Daubman, K.A., & Nowicki, G.P. (1987). Positive affect facilitates creative problem solving. Journal of Personality and Social Psychology, 52, 1122–1131.

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