英国论文抄袭：人际关系与组织维度之间的关系
研究人员发现，在理解工作压力时，有两种越轨行为属于更广泛的范畴。现在考虑到人际关系与组织维度之间的关系，异常的本质表现为一个员工与另一个员工之间的联系。可以是聊天的形式,讨论、小组活动等异常行为引起的应力的形式通常是在争论的行为,不稳定行为,模拟取笑别人,玩恶作剧等等。这种形式的越轨行为可能导致他人如侵略、暴力等,更严重的后果。这些行为可以一次发生一个，或者在某些情况下也可以同时发生。
英国论文抄袭：人际关系与组织维度之间的关系
最后，提出了两种理解应力的模型，以及应力影响和变量。在研究工作中，Sguera et al.(2016)、Kara et al.(2013)和Mawritz & Folger(2014)对工作场所的压力及其对员工的影响提出了更为当前的观点，并论证了管理和领导干预如何有助于缓解这种影响。可以认为，压力的焦点在员工及其对工作场所的影响是相似的，除了一些差异。
英国论文抄袭：人际关系与组织维度之间的关系
Researchers have identified two forms of deviant behaviour as broader categories when understanding workplace stress. Now considering the context of interpersonal versus the organization dimensions, deviant natures are observed in the form of how one of the employees connects across with another employee. It could be in the form of talking, discussions, group activities etc. Deviant behaviour induce by way of stress here is usually in the form of arguing behaviour, erratic behaviour, mocks fun of others, plays pranks etc. This form of a deviant behaviour could lead to others such as aggression, violence etc. that has more serious ramifications. The behaviours can happen one at a time or in some cases could also happen simultaneously.
英国论文抄袭：人际关系与组织维度之间的关系
Finally, two models to understand stress were presented, along with stress impact and variables as well. In the research works, Sguera et al. (2016), Kara et al. (2013) and Mawritz & Folger (2014) present a more current viewpoint about workplace stress and their effects on employees and argue how managerial and leadership interventions can help alleviate the effect. It can be argued that the focus of stress on employees and their implications for workplace is similar except for some differences.
