Perspective taking is encouraged by organizations as a form of supporting coworkers. Yet, its impact on employees' and coworkers' well-being is not well understood. We, therefore, take a dyadic approach to understand the daily dynamics of employees' perspective taking, its benefits for coworkers, and its costs for employees themselves. Specifically, we draw from self-regulation theory to examine the double-edged sword of perspective taking for one's own and one's coworker's well-being (reflected by subjective vitality). With regard to coworker well-being, we take an other-oriented resource lens and theorize that the focal employee's perspective taking increases the coworker's received support and well-being. With regard to the focal employee's well-being, we take a self-oriented resource lens and theorize that perspective taking increases the focal employee's self-regulatory resource depletion, which impairs their well-being. We examined our research model in a dyadic experience sampling study with three daily measurement occasions over 2 working weeks in a sample of 89 coworker dyads (178 individuals). Multilevel analyses showed that perspective taking had a positive indirect effect on coworker well-being via received coworker support, while it had a negative indirect effect on the focal employee's well-being via self-regulatory resource depletion. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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对你好，对我坏？同事二人组中观点采择和幸福感的日常动态。


组织鼓励采取观点作为支持同事的一种形式。然而，它对员工和同事福祉的影响尚不清楚。因此，我们采用二元方法来了解员工观点采择的日常动态、其为同事带来的好处以及员工自身的成本。具体来说，我们借鉴自我调节理论来检验观点采择对于自己和同事的福祉（反映在主观活力上）的双刃剑。关于同事的幸福感，我们采用以他人为导向的资源视角，并推测焦点员工的观点采择会增加同事获得的支持和幸福感。关于焦点员工的福祉，我们采用自我导向的资源视角，并推测观点采择会增加焦点员工的自我调节资源消耗，从而损害他们的福祉。我们通过二元经验抽样研究检验了我们的研究模型，在 2 个工作周内每天进行 3 次测量，样本包括 89 名同事（178 人）。多层次分析表明，观点采择通过获得同事的支持对同事的幸福感产生积极的间接影响，而通过自我调节资源耗尽对焦点员工的幸福感产生负面的间接影响。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。