第一组的333名成年人扮演正在面试求职者的会计部门经理。面试过程中,求职者将为自己曾在工作中填错了报税单而道歉。求职者的道歉中将包含上述的一种、三种或全部道歉的关键因素。这时,“部门经理”们就要为求职者的道歉打分,1表示不满意,5表示很满意,从1分到5分,程度递增。
In the second part of the research, 422 undergraduates had the same scenario but this time they did not know what elements were within the apologies and had to rate it in a similar fashion.
面对同样的场景,第二组的422名大学生也要给这些道歉打分,不同的是他们并不知道这六大因素的存在。
The results were not exactly the same, but very similar, researchers said, and those apologies that contained more of the elements were rated higher than others.
两组的结果没有完全一致,但非常接近,都表明道歉中包含的关键因素越多,分数就越高。
"Apologies really do work, but you should make sure you hit as many of the six key components as possible," said Roy Lewicki, from the university's Fisher College of Business.
俄亥俄州立大学费舍尔商学院的罗伊·路维其教授是这项研究的发起者,他表示“道歉虽然管用,但要尽可能多的包含这六大因素。”
"Our findings showed that the most important component is an acknowledgement of responsibility," Mr Lewicki, who led the study, said. "Say it is your fault, that you made a mistake."
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