辱虐管理对上下级关系的双刃剑效应:工作退缩行为和关系经营的作用
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摘要
在我国组织中,上下级关系对其组织成员而言具有重要意义,而辱虐管理这种领导行为的频繁出现会对上下级关系产生不容忽视的影响。面对辱虐管理时如何处理好上下级关系,这对组织中的成员来说是一个难题,同时也需要研究者从理论层面来探究应对方式。根据资源保存理论,本研究从下属视角出发,构建以工作退缩行为为抑制机制和以关系经营为促进机制的双重中介模型,并引入自我效能感这一调节变量,检验了辱虐管理对上下级关系的作用机制。结果发现:辱虐管理一方面会导致员工工作退缩行为,进而恶化上下级关系;一方面也可能引起员工的关系经营,进而促进上下级关系;自我效能感对辱虐管理与工作退缩行为之间的调节作用不显著;自我效能感正向调节辱虐管理与关系经营之间的关系,即对于高自我效能的员工,其更可能用关系经营的方式来应对辱虐管理,从而改善上下级关系。
In Chinese organizations, supervisor-subordinate guanxi is of great significance to its members. However, the abusive supervision that has frequently appeared in recent years has exerted an important influence on the supervisor-subordinate guanxi. It is a difficult problem for organizational members to deal with the supervisorsubordinate guanxi under the abusive supervision. To address this issue, researchers need to explore subordinates' effective coping strategies toward abusive supervision theoretically. Based on the conservation of resource theory, we proposed a parallel multiple mediation model where the withdrawal behavior as the suppression mechanism and relations operation as the promotion mechanism in the relationship between abusive supervision and supervisorsubordinate guanxi, and introduced self-efficacy as a moderator. We found that: on the one hand, abusive supervision would lead to withdrawal behavior, which in turn do harm to the supervisor-subordinate guanxi; on the one hand, it might evoke employees' relation operation, which subsequently promotes supervisor-subordinate guanxi; Selfefficacy has no significant moderating effect on the relationship between abusive supervision and withdrawal behavior; Self-efficacy positively moderates the relationship between abusive supervision and relations operation. For employees with high self-efficacy, they are more likely to use the strategy of relations operation to copy with abusive supervision, and thus improving the supervisor-subordinate guanxi.
In Chinese organizations, supervisor-subordinate guanxi is of great significance to its members. However, the abusive supervision that has frequently appeared in recent years has exerted an important influence on the supervisor-subordinate guanxi. It is a difficult problem for organizational members to deal with the supervisorsubordinate guanxi under the abusive supervision. To address this issue, researchers need to explore subordinates' effective coping strategies toward abusive supervision theoretically. Based on the conservation of resource theory, we proposed a parallel multiple mediation model where the withdrawal behavior as the suppression mechanism and relations operation as the promotion mechanism in the relationship between abusive supervision and supervisorsubordinate guanxi, and introduced self-efficacy as a moderator. We found that: on the one hand, abusive supervision would lead to withdrawal behavior, which in turn do harm to the supervisor-subordinate guanxi; on the one hand, it might evoke employees' relation operation, which subsequently promotes supervisor-subordinate guanxi; Selfefficacy has no significant moderating effect on the relationship between abusive supervision and withdrawal behavior; Self-efficacy positively moderates the relationship between abusive supervision and relations operation. For employees with high self-efficacy, they are more likely to use the strategy of relations operation to copy with abusive supervision, and thus improving the supervisor-subordinate guanxi.
引文
1.曹霞,瞿皎姣.(2014).资源保存理论溯源、主要内容探析及启示.中国人力资源开发,31(15),75-80.
2.古银华,卿涛,杨付,张征.(2017).包容型领导对下属创造力的双刃剑效应.管理科学,30(1),119-130.
3.黄光国,胡先缙.(2010).人情与面子:中国人的权力游戏.北京:中国人民大学出版社.
4.李彩娜,党健宁,何姗姗,李红梅.(2013).羞怯与孤独感--自我效能的多重中介效应.心理学报,45(11),1251-1260.
5.梁永奕,严鸣,储小平.(2015).辱虐管理研究新进展:基于多种理论视角的梳理.外国经济与管理,37(12),59-72.
6.刘斌.(2016).辱虐管理研究评述与未来展望.中国人力资源开发,33(9),28-34.
7.柳恒超,金盛华,赵开强.(2008).中国文化下组织政治技能的结构及问卷的编制.应用心理学,14(3),220-225.
8.刘晓琴.(2017).上级非伦理领导对下级非伦理领导的影响:基于资源消耗理论的视角.科学学与科学技术管理,38(1),166-180.
9.王忠军,龙立荣,刘丽丹.(2011).组织中主管-下属关系的运作机制与效果.心理学报,43(7),798-809.
10.薛亦伦,张骁,丁雪,沙开庆.(2016).高政治技能的员工如何规避工作场所排斥?--基于中国文化情境.管理世界,32(7),98-108.
11.Anderson,J.C.,&Gerbing,D.W.(1988).Structural equation modeling in practice:A review and recommended two-step approach.Psychological Bulletin,103(3),411-423.
12.Bandura,A.(1977).Self-efficacy:Toward a unifying theory of behavioral change.Advances in Behaviour Research&Therapy,1(4),139-161.
13.Bandura,A.(1997).Self-efficacy:The exercise of control.New York:Freeman and Company.
14.Bernerth,J.B.(2005).Perceptions of justice in employment selection decisions:The role of applicant gender.International Journal of Selection&Assessment,13(3),206-212.
15.Blass,F.R.,&Ferris,G.R.(2007).Leader reputation:The role of mentoring,political skill,contextual learning,and adaptation.Human Resource Management,46(1),5-19.
16.Bushman,B.J.,&Anderson,C.A.(2001).Is it time to pull the plug on the hostile versus instrumental aggression dichotomy?Psychological Review,108(1),273-279.
17.Chong,M.P.M.,Peng,T.,Fu,P.P.,Richards,M.,Muethel,M.,&Caldas,M.P.,et al.(2015).Relational perspectives on leaders'influence behavior:The mediation of western leader-member exchange and Chinese guanxi.Journal of Cross-Cultural Psychology,46(1),71-87.
18.Cole,M.S.,Bernerth,J.B.,Walter,F.,&Holt,D.T.(2010).Organizational justice and individuals'withdrawal:Unlocking the influence of emotional exhaustion.Journal of Management Studies,47(3),367-390.
19.Di,G.L.,Eisenberg,N.,Kupfer,A.,Steca,P.,Tramontano,C.,&Caprara,G.V.(2010).Assessing perceived empathic and social selfefficacy across countries.European Journal of Psychological Assessment,26(2),77-86.
20.Eisenbei?,S.A,&Boerner,S.(2013).A double-edged sword:Transformational leadership and individual creativity.British Journal of Management,24(1),54-68.
21.Ferris,G.R.,Perrewé,P.L.,Anthony,W.P.,&Gilmore,D.C.(2000).Political skill at work.Organizational Dynamics,28(4),25-37.
22.Ferris,G.R.,Treadway,D.C.,Perrewé,P.L.,Brouer,R.L.,Douglas,C.,&Lux,S.(2007).Political skill in organizations.Journal of Management,33(3),290-320.
23.Ferris,G.R.,Treadway,D.C.,Kolodinsky,R.W.,Hochwarter,W.A.,Kacmar,C.J.,Douglas,C.,&Frink,D.D.(2005).Development and validation of the political skill inventory.Journal of Management,31(1),126-152.
24.Fida,R.,Paciello,M.,Tramontano,C.,Fontaine,R.G.,Barbaranelli,C.,&Farnese,M.L.(2015).An integrative approach to understanding counterproductive work behavior:The roles of stressors,negative emotions,and moral disengagement.Journal of Business Ethics,130(1),131-144.
25.Gupta,N.,&Jr,G.D.J.(1991).Rethinking dysfunctional employee behaviors.Human Resource Management Review,1(1),39-59.
26.Harvey,P.,Stoner,J.,Hochwarter,W.,&Kacmar,C.(2007).Coping with abusive supervision:The neutralizing effects of ingratiation and positive affect on negative employee outcomes.Leadership Quarterly,18(3),264-280.
27.Heuven,E.,Bakker,A.B.,Schaufeli,W.B.,&Huisman,N.(2006).The role of self-efficacy in performing emotion work.Journal of Vocational Behavior,69(2),222-235.
28.Hmieleski,K.M.,&Ensley,M.D.(2007).A contextual examination of new venture performance:Entrepreneur leadership behavior,top management team heterogeneity,and environmental dynamism.Journal of Organizational Behavior,28(7),865-889.
29.Hobfoll,S.E.(1989).Conservation of resources:A new attempt at conceptualizing stress.American Psychologist,44(3),513-524.
30.Hobfoll,S.E.(2011).Conservation of resource caravans and engaged settings.Journal of Occupational&Organizational Psychology,84(1),116-122.
31.Hobfoll,S.E.,&Shirom,A.(2001).Conservation of resources theory:Applications to stress and management in the workplace.Public Policy&Administration,87,57-80.
32.Howell,J.M.,Shamir,B.(2005).The role of followers in the charismatic leadership process:Relationships and their consequences.Academy of Management Review,30(1),96-112.
33.Law,K.S.,Wong,C.S.,Wong,D.,&Wong,L.(2000).Effect of supervisor-subordinate guanxi on supervisory decisions in china:An empirical investigation.International Journal of Human Resource Management,11(4),751-765.
34.Lee,S.,Yun,S.,&Srivastava,A.(2013).Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea.The Leadership Quarterly,24(5),724-731.
35.Lehman,W.E.,&Simpson,D.D.(1992).Employee substance use and on-the-job behaviors.Journal of Applied Psychology,77(3),309-321.
36.Lian,H.,Brown,D.J.,Ferris,D.L.,Liang,L.H.,Keeping,L.M.,&Morrison,R.(2014).Abusive supervision and retaliation:A self-control framework.Academy of Management Journal,57(1),116-139.
37.Liden,R.C.,&Maslyn,J.M.(1998).Multidimensionality of leader-member exchange:An empirical assessment through scale development.Journal of management,24(1),43-72.
38.Liu,D.,Liao,H.,&Loi,R.(2012).The dark side of leadership:Athree-level investigation of the cascading effect of abusive supervision on employee creativity.Academy of Management Journal,55(5),1187-1212.
39.Nandkeolyar,A.K.,Shaffer,J.A.,Li,A.,Ekkirala,S.,&Bagger,J.(2014).Surviving an abusive supervisor:The joint roles of conscientiousness and coping strategies.Journal of Applied Psychology,99(1),138-150.
40.Qin,X.,Huang,M.,Johnson,R.,Hu,Q.,&Ju,D.(2017).The short-lived benefits of abusive supervisory behavior for actors:An investigation of recovery and work engagement.Academy of Management Journal.DOI:10.5465/amj.2016.1325.
41.Schwarzer,R.,B??ler,J.,Kwiatek,P.,Schr?der,K.,&Zhang,J.X.(1997).The assessment of optimistic self-beliefs:Comparison of the German,Spanish,and Chinese versions of the general self-efficacy scale.Applied Psychology,46(1),69-88.
42.Sliter,M.,Sliter,K.,&Jex,S.(2012).The employee as a punching bag:The effect of multiple sources of incivility on employee withdrawal behavior and sales performance.Journal of Organizational Behavior,33(1),121-139.
43.Tepper,B.J.(2000).Consequences of abusive supervision.Academy of Management Journal,43(2),178-190.
44.Tepper,B.J.(2007).Abusive supervision in work organizations:Review,synthesis,and research agenda.Journal of Management,33(3),261-289.
45.Treadway,D.C.,Ferris,G.R.,Hochwarter,W.,Perrewé,P.,Witt,L.A.,&Goodman,J.M.(2005).The role of age in the perceptions of politics-job performance relationship:A three-study constructive replication.Journal of Applied Psychology,90(5),872-881.
46.van Gils,S.,van Quaquebeke,N.,&van Knippenberg,D.(2010).The x-factor:On the relevance of implicit leadership and followership theories for leader-member exchange agreement.European Journal of Work and Organizational Psychology,19(3),333-363.
47.Viswesvaran,C.(2010).Absenteeism and measures of job performance:A meta-analysis.International Journal of Selection&Assessment,10(1&2),12-17.
48.Vrieze,S.I.(2012).Model selection and psychological theory:Adiscussion of the differences between the akaike information criterion(aic)and the bayesian information criterion(bic).Psychological Methods,17(2),228-243.
49.Wang,S.,&Yi,X.(2012).Organizational justice and work withdrawal in Chinese companies:The moderating effects of allocentrism and idiocentrism.International Journal of Cross Cultural Management,12(2),211-228.
50.Wei,L.Q.,Liu,J.,Chen,Y.Y.,&Wu,L.Z.(2010).Political skill,supervisor-subordinate guanxi and career prospects in Chinese firms.Journal of Management Studies,47(3),437-454.
51.Whitman,M.V.,Halbesleben,J.R.,&Holmes,O.(2014).Abusive supervision and feedback avoidance:The mediating role of emotional exhaustion.Journal of Organizational Behavior,35(1),38-53.
52.Xu,A.J.,&Loi,R.,&Lam,L.W.(2015).The bad boss takes it all:How abusive supervision and leader-member exchange interact to influence employee silence.The Leadership Quarterly,26(5),763-774.
53.Zimmerman,R.D.,&Darnold,T.C.(2009).The impact of job performance on employee turnover intentions and the voluntary turnover process:A meta-analysis and path model.Personnel Review,38(2),142-158.
2.古银华,卿涛,杨付,张征.(2017).包容型领导对下属创造力的双刃剑效应.管理科学,30(1),119-130.
3.黄光国,胡先缙.(2010).人情与面子:中国人的权力游戏.北京:中国人民大学出版社.
4.李彩娜,党健宁,何姗姗,李红梅.(2013).羞怯与孤独感--自我效能的多重中介效应.心理学报,45(11),1251-1260.
5.梁永奕,严鸣,储小平.(2015).辱虐管理研究新进展:基于多种理论视角的梳理.外国经济与管理,37(12),59-72.
6.刘斌.(2016).辱虐管理研究评述与未来展望.中国人力资源开发,33(9),28-34.
7.柳恒超,金盛华,赵开强.(2008).中国文化下组织政治技能的结构及问卷的编制.应用心理学,14(3),220-225.
8.刘晓琴.(2017).上级非伦理领导对下级非伦理领导的影响:基于资源消耗理论的视角.科学学与科学技术管理,38(1),166-180.
9.王忠军,龙立荣,刘丽丹.(2011).组织中主管-下属关系的运作机制与效果.心理学报,43(7),798-809.
10.薛亦伦,张骁,丁雪,沙开庆.(2016).高政治技能的员工如何规避工作场所排斥?--基于中国文化情境.管理世界,32(7),98-108.
11.Anderson,J.C.,&Gerbing,D.W.(1988).Structural equation modeling in practice:A review and recommended two-step approach.Psychological Bulletin,103(3),411-423.
12.Bandura,A.(1977).Self-efficacy:Toward a unifying theory of behavioral change.Advances in Behaviour Research&Therapy,1(4),139-161.
13.Bandura,A.(1997).Self-efficacy:The exercise of control.New York:Freeman and Company.
14.Bernerth,J.B.(2005).Perceptions of justice in employment selection decisions:The role of applicant gender.International Journal of Selection&Assessment,13(3),206-212.
15.Blass,F.R.,&Ferris,G.R.(2007).Leader reputation:The role of mentoring,political skill,contextual learning,and adaptation.Human Resource Management,46(1),5-19.
16.Bushman,B.J.,&Anderson,C.A.(2001).Is it time to pull the plug on the hostile versus instrumental aggression dichotomy?Psychological Review,108(1),273-279.
17.Chong,M.P.M.,Peng,T.,Fu,P.P.,Richards,M.,Muethel,M.,&Caldas,M.P.,et al.(2015).Relational perspectives on leaders'influence behavior:The mediation of western leader-member exchange and Chinese guanxi.Journal of Cross-Cultural Psychology,46(1),71-87.
18.Cole,M.S.,Bernerth,J.B.,Walter,F.,&Holt,D.T.(2010).Organizational justice and individuals'withdrawal:Unlocking the influence of emotional exhaustion.Journal of Management Studies,47(3),367-390.
19.Di,G.L.,Eisenberg,N.,Kupfer,A.,Steca,P.,Tramontano,C.,&Caprara,G.V.(2010).Assessing perceived empathic and social selfefficacy across countries.European Journal of Psychological Assessment,26(2),77-86.
20.Eisenbei?,S.A,&Boerner,S.(2013).A double-edged sword:Transformational leadership and individual creativity.British Journal of Management,24(1),54-68.
21.Ferris,G.R.,Perrewé,P.L.,Anthony,W.P.,&Gilmore,D.C.(2000).Political skill at work.Organizational Dynamics,28(4),25-37.
22.Ferris,G.R.,Treadway,D.C.,Perrewé,P.L.,Brouer,R.L.,Douglas,C.,&Lux,S.(2007).Political skill in organizations.Journal of Management,33(3),290-320.
23.Ferris,G.R.,Treadway,D.C.,Kolodinsky,R.W.,Hochwarter,W.A.,Kacmar,C.J.,Douglas,C.,&Frink,D.D.(2005).Development and validation of the political skill inventory.Journal of Management,31(1),126-152.
24.Fida,R.,Paciello,M.,Tramontano,C.,Fontaine,R.G.,Barbaranelli,C.,&Farnese,M.L.(2015).An integrative approach to understanding counterproductive work behavior:The roles of stressors,negative emotions,and moral disengagement.Journal of Business Ethics,130(1),131-144.
25.Gupta,N.,&Jr,G.D.J.(1991).Rethinking dysfunctional employee behaviors.Human Resource Management Review,1(1),39-59.
26.Harvey,P.,Stoner,J.,Hochwarter,W.,&Kacmar,C.(2007).Coping with abusive supervision:The neutralizing effects of ingratiation and positive affect on negative employee outcomes.Leadership Quarterly,18(3),264-280.
27.Heuven,E.,Bakker,A.B.,Schaufeli,W.B.,&Huisman,N.(2006).The role of self-efficacy in performing emotion work.Journal of Vocational Behavior,69(2),222-235.
28.Hmieleski,K.M.,&Ensley,M.D.(2007).A contextual examination of new venture performance:Entrepreneur leadership behavior,top management team heterogeneity,and environmental dynamism.Journal of Organizational Behavior,28(7),865-889.
29.Hobfoll,S.E.(1989).Conservation of resources:A new attempt at conceptualizing stress.American Psychologist,44(3),513-524.
30.Hobfoll,S.E.(2011).Conservation of resource caravans and engaged settings.Journal of Occupational&Organizational Psychology,84(1),116-122.
31.Hobfoll,S.E.,&Shirom,A.(2001).Conservation of resources theory:Applications to stress and management in the workplace.Public Policy&Administration,87,57-80.
32.Howell,J.M.,Shamir,B.(2005).The role of followers in the charismatic leadership process:Relationships and their consequences.Academy of Management Review,30(1),96-112.
33.Law,K.S.,Wong,C.S.,Wong,D.,&Wong,L.(2000).Effect of supervisor-subordinate guanxi on supervisory decisions in china:An empirical investigation.International Journal of Human Resource Management,11(4),751-765.
34.Lee,S.,Yun,S.,&Srivastava,A.(2013).Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea.The Leadership Quarterly,24(5),724-731.
35.Lehman,W.E.,&Simpson,D.D.(1992).Employee substance use and on-the-job behaviors.Journal of Applied Psychology,77(3),309-321.
36.Lian,H.,Brown,D.J.,Ferris,D.L.,Liang,L.H.,Keeping,L.M.,&Morrison,R.(2014).Abusive supervision and retaliation:A self-control framework.Academy of Management Journal,57(1),116-139.
37.Liden,R.C.,&Maslyn,J.M.(1998).Multidimensionality of leader-member exchange:An empirical assessment through scale development.Journal of management,24(1),43-72.
38.Liu,D.,Liao,H.,&Loi,R.(2012).The dark side of leadership:Athree-level investigation of the cascading effect of abusive supervision on employee creativity.Academy of Management Journal,55(5),1187-1212.
39.Nandkeolyar,A.K.,Shaffer,J.A.,Li,A.,Ekkirala,S.,&Bagger,J.(2014).Surviving an abusive supervisor:The joint roles of conscientiousness and coping strategies.Journal of Applied Psychology,99(1),138-150.
40.Qin,X.,Huang,M.,Johnson,R.,Hu,Q.,&Ju,D.(2017).The short-lived benefits of abusive supervisory behavior for actors:An investigation of recovery and work engagement.Academy of Management Journal.DOI:10.5465/amj.2016.1325.
41.Schwarzer,R.,B??ler,J.,Kwiatek,P.,Schr?der,K.,&Zhang,J.X.(1997).The assessment of optimistic self-beliefs:Comparison of the German,Spanish,and Chinese versions of the general self-efficacy scale.Applied Psychology,46(1),69-88.
42.Sliter,M.,Sliter,K.,&Jex,S.(2012).The employee as a punching bag:The effect of multiple sources of incivility on employee withdrawal behavior and sales performance.Journal of Organizational Behavior,33(1),121-139.
43.Tepper,B.J.(2000).Consequences of abusive supervision.Academy of Management Journal,43(2),178-190.
44.Tepper,B.J.(2007).Abusive supervision in work organizations:Review,synthesis,and research agenda.Journal of Management,33(3),261-289.
45.Treadway,D.C.,Ferris,G.R.,Hochwarter,W.,Perrewé,P.,Witt,L.A.,&Goodman,J.M.(2005).The role of age in the perceptions of politics-job performance relationship:A three-study constructive replication.Journal of Applied Psychology,90(5),872-881.
46.van Gils,S.,van Quaquebeke,N.,&van Knippenberg,D.(2010).The x-factor:On the relevance of implicit leadership and followership theories for leader-member exchange agreement.European Journal of Work and Organizational Psychology,19(3),333-363.
47.Viswesvaran,C.(2010).Absenteeism and measures of job performance:A meta-analysis.International Journal of Selection&Assessment,10(1&2),12-17.
48.Vrieze,S.I.(2012).Model selection and psychological theory:Adiscussion of the differences between the akaike information criterion(aic)and the bayesian information criterion(bic).Psychological Methods,17(2),228-243.
49.Wang,S.,&Yi,X.(2012).Organizational justice and work withdrawal in Chinese companies:The moderating effects of allocentrism and idiocentrism.International Journal of Cross Cultural Management,12(2),211-228.
50.Wei,L.Q.,Liu,J.,Chen,Y.Y.,&Wu,L.Z.(2010).Political skill,supervisor-subordinate guanxi and career prospects in Chinese firms.Journal of Management Studies,47(3),437-454.
51.Whitman,M.V.,Halbesleben,J.R.,&Holmes,O.(2014).Abusive supervision and feedback avoidance:The mediating role of emotional exhaustion.Journal of Organizational Behavior,35(1),38-53.
52.Xu,A.J.,&Loi,R.,&Lam,L.W.(2015).The bad boss takes it all:How abusive supervision and leader-member exchange interact to influence employee silence.The Leadership Quarterly,26(5),763-774.
53.Zimmerman,R.D.,&Darnold,T.C.(2009).The impact of job performance on employee turnover intentions and the voluntary turnover process:A meta-analysis and path model.Personnel Review,38(2),142-158.
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