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《今日心理学》2026年10月中旬文章指出，职场情绪会在无意中从一人传到另一人，可放大抱怨，也可传递热情。了解情绪如何在团队网络中流动，有助于更谨慎地回应。据该文撰写。

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Have you ever walked into an office that felt tense, even before anyone spoke? Or watched quiet excitement grow after one person shared good news? Psychologists call this emotional contagion. It is the way feelings move from person to person, often without a clear plan. A mid-October 2026 essay in Psychology Today argues that workplaces are especially open to this force, for better and for worse.

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你有没有走进过一个办公室，还没人开口就感到气氛紧绷？或者看到一个人分享好消息后，安静的兴奋慢慢扩散？心理学家把这种现象称为情绪传染：情绪往往在没有明确计划的情况下，从一个人传到另一个人。2026年10月中旬《今日心理学》的一篇文章认为，职场特别容易受到这种力量影响，可好可坏。

The writer, a longtime manager, describes a 40-person company that had been running smoothly. Then, in one meeting, an employee complained about a small part of the benefits plan. Soon another worker sent a frustrated email about the same issue. Minutes later, a third person asked for a staff meeting. A concern that had barely existed that morning suddenly felt like a company-wide problem. Moods do not stay in one desk. Teams, friendships and quiet conflicts give feelings many paths to travel.

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作者是一位资深管理者。他描述了一家40人的公司，原本运转顺利。一次会上，一名员工抱怨福利计划中的一个小问题。很快又有人就同一件事发来愤怒邮件。几分钟后，第三人要求召开全体会议。早上几乎不存在的担忧，忽然像成了全公司的问题。情绪不会停在一张办公桌上。团队、友谊和暗中的冲突，给情绪留下许多传播路径。

Emotional contagion happens when people copy or pick up the feelings of those around them. It is often unconscious. In business training, the idea is rarely named, yet offices are full of shared emotion. Work matters for money and identity, so strong feelings are common. When people sit close together for long hours, those feelings can spread quickly.

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当人们模仿或承接周围人的感受时，情绪传染就会发生，而且常常是无意识的。在商务培训里，这个概念很少被点名，但办公室里充满共享的情绪。工作关系到金钱与身份，强烈感受很常见。人们长时间近距离相处时，这些感受可能迅速扩散。

The same process can help. Enthusiasm for a creative campaign or a fair bonus can gather speed on its own and lift a whole team. Contagion acts like an accelerant. It makes both worry and hope larger than they would be alone. One person’s gripe can become a wider conflict. One person’s energy can become shared drive.

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同一过程也可能带来帮助。对创意宣传或合理奖金的热情，可以自行加速并带动整个团队。传染像助燃剂，会把担忧和希望都放大。一个人的牢骚可能变成更大冲突；一个人的能量也可能变成共同动力。

Managers and staff both gain from noticing the pattern. A sharp comment in a meeting may travel farther than the speaker expects. A calm reply may slow a wave of anger before it grows. The essay does not claim that feelings can be controlled completely. It does suggest that awareness is useful. When people understand that moods move through networks, they can ask a simple question: Is the emotion I feel mine alone, or am I carrying something that started elsewhere?

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管理者和员工都能从觉察这一模式中获益。会上的尖锐评论，可能比发言者预期传得更远；平静的回应，也可能在怒意扩大前放慢浪潮。文章并不声称情绪能被完全控制，但认为觉察有用。当人们明白情绪会通过人际网络流动时，可以问一个简单问题：我感受到的情绪，只属于我自己，还是我在承载别处开始的东西？

That question will not end every workplace storm. Still, it may help teams respond with more care. In places where people depend on one another every day, knowing how feelings travel is part of working well together.

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这个问题不会结束每一次职场风暴。不过，它或许能帮助团队更谨慎地回应。在人们每天彼此依赖的地方，知道情绪如何流动，也是良好共事的一部分。

新闻来源

• Psychology Today · How Emotional Contagion Can Impact a Workplace (13 Oct 2026)

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