辱虐管理对员工创造力的影响研究——基于员工犬儒主义的中介作用
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摘要
基于394份配对问卷数据,运用情绪ABC理论,以员工犬儒主义为中介变量,以权力距离感为调节变量,构建了辱虐管理对员工创造力的影响机制模型,探索如何消除辱虐管理这一相对隐蔽的负面领导行为所带来的危害。实证研究发现:辱虐管理对员工创造力有显著的负面影响;在辱虐管理影响员工创造力的过程中,员工犬儒主义起完全中介作用;权力距离感对员工犬儒主义中介效应的调节作用不显著。
Based on the data of 394 pair questionnaires,by the use of ABC theory and taking employee cynicism as a mediator and power distance as a moderator,the influencing mechanism model of abusive management on employees' creativity is constructed and how to eliminate the harms brought about by the relatively hidden leadership behavior of abusive management is studied.The empirical analysis shows that abusive management has significant negative impacts on employees' creativity;employee cynicism plays a full intermediary role in the process of abusive management affecting employees' creativity;the power distance regulation of the mediating effects of employee cynicism is not significant.
Based on the data of 394 pair questionnaires,by the use of ABC theory and taking employee cynicism as a mediator and power distance as a moderator,the influencing mechanism model of abusive management on employees' creativity is constructed and how to eliminate the harms brought about by the relatively hidden leadership behavior of abusive management is studied.The empirical analysis shows that abusive management has significant negative impacts on employees' creativity;employee cynicism plays a full intermediary role in the process of abusive management affecting employees' creativity;the power distance regulation of the mediating effects of employee cynicism is not significant.
引文
[1]TEPPER B J.Consequences of abusive supervision[J].Academy of management journal,2000,43(2):178-190.
[2]赵斌,韩盼盼.人-工作匹配、辱虐管理对创新行为的影响---基本心理需求的中介作用[J].软科学,2016,30(4):74-79.
[3]曲如杰,王林,尚洁,等.辱虐型领导与员工创新:员工自我概念的作用[J].管理评论,2015,27(8):90-101.
[4]李晋,秦伟平,周路路.传统导向作用下辱虐型领导对员工创造力的影响研究[J].软科学,2015,29(10):96-100.
[5]刘文兴,廖建桥,张鹏程.辱虐管理对员工创造力的影响机制[J].工业工程与管理,2012,17(5):112-118.
[6]廖丹凤.工作场所感知、组织犬儒主义与组织效果的关系研究[D].厦门:厦门大学,2009.
[7]SHALLEY C E,ZHOU J,OLDHAM G R.The effects of personal and contextual characteristics on creativity:where should we go from here?[J].Journal of management,2004,30(6):933-958.
[8]KLEYSEN R F,STREET C T.Toward a multi-dimensional measure of individual innovative behavior[J].Journal of intellectual capital,2001,2(3):284-296.
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[10]陈奎庆,朱晴雯,毛伟.创业型领导与新创企业成长---基于双元性创新的中介效应研究[J].常州大学学报(社会科学版),2017,18(6):66-76.
[11]陈奎庆,于小进.社会学习抑或社会交换:包容型领导对员工建言的影响机制探究[J].常州大学学报(社会科学版),2018,19(4):41-54.
[12]孙健敏,陈乐妮,尹奎.挑战性压力源与员工创新行为:领导-成员交换与辱虐管理的作用[J].心理学报,2018,50(4):436-449.
[13]HARRIS K J,KACMAR K M,ZIVNUSKA S.An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship[J].The leadership quarterly,2007,18(3):252-263.
[14]李育辉,王桢,黄灿炜,等.辱虐管理对员工心理痛苦和工作绩效的影响:一个被调节的中介模型[J].管理评论,2016,28(2):127-137.
[15]ANDERSSON L M,BATEMAN T S.Cynicism in the workplace:some causes and effects[J].Journal of organizational behavior,1997,18(5):449-469.
[16]DEAN J W,BRANDES P,DHARWADKAR R.Organizational cynicism[J].Academy of management review,1998,23(2):341-352.
[17]WANOUS J P,REICHERS A E,AUSTIN J T.Organizational cynicism:an initial study[J].Academy of management proceedings,1994(1):269-273.
[18]COLE M S,BRUCH H,VOGEL B.Emotion as mediators of the relations between perceived supervisor support and psychological hardiness on employee cynicism[J].Journal of organizational behavior,2006,27(4):463-484.
[19]DAVIS W D,GARDNER W L.Perceptions of politics and organizational cynicism:an attributional and leader-member exchange perspective[J].The leadership quarterly,2004,15(4):439-465.
[20]QIAN Y X,DANIELS T D.A communication model of employee cynicism toward organizational change[J].Corporate communications an international journal,2008,13(3):319-332.
[21]SHOSS M K,EISENBERGER R,RESTUBOG S L,et al.Blaming the organization for abusive supervision:the roles of perceived organizational support and supervisor' s organizational embodiment[J].Journal of applied psychology,2013,98(1):158-168.
[22]石冠峰,徐兵.中国情境下的组织政治知觉、心理安全与员工犬儒主义:一个理论框架[J].商业研究,2014(5):141-147.
[23]MEYER J P,BOBOCEL D R,ALLEN N J.Development of organizational commitment during the first year of employment:a longitudinal study of pre-and post-entry influences[J].Journal of management,1991,17(4):717-733.
[24]王永跃,叶佳佳.工具主义伦理气氛对员工沉默行为的影响---犬儒主义和传统性的作用[J].心理科学,2015,38(3):686-692.
[25]CLUGSTON M.Does cultural socialization predict multiple bases and foci of commitment?[J].Journal of management,2000,26(1):5-30.
[26]谢俊,储小平,汪林.效忠主管与员工工作绩效的关系:反馈寻求行为和权力距离的影响[J].南开管理评论,2012,15(2):31-38.
[27]PAINE J B,ORGAN D W.The cultural matrix of organizational citizenship behavior:some preliminary conceptual and empirical observations[J].Human resource management review,2000,10(1):45-59.
[28]LIN W P,WANG L T,CHEN S T.Abusive supervision and employee well-being:the moderating effect of power distance orientation[J].Applied psychology,2013,62(2):308-329.
[29]郭晓薇.企业员工组织公民行为影响因素的研究[D].上海:华东师范大学,2004.
[30]ARYEE S,CHEN Z X,SUN L Y,et al.Antecedents and outcomes of abusive supervision:test of a trickle-down model[J].Journal of applied psychology,2007,92(1):191-201.
[31]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of personality and social psychology,1986,51(6):1173-1182.
[32]FRITZ M S,MACKINNON D P.Required sample size to detect the mediated effect[J].Psychological Science,2007,18(3):233-239.
[33]MACKINNON D P,LOCKWOOD C M,HOFFMAN J M,et al.A Comparison of methods to test mediation and other intervening variable effects[J].Psychological methods,2002,7(1):83-104.
[34]温忠麟,叶宝娟.有调节的中介模型检验方法:竞争还是替补?[J].心理学报,2014,46(5):714-726.
[2]赵斌,韩盼盼.人-工作匹配、辱虐管理对创新行为的影响---基本心理需求的中介作用[J].软科学,2016,30(4):74-79.
[3]曲如杰,王林,尚洁,等.辱虐型领导与员工创新:员工自我概念的作用[J].管理评论,2015,27(8):90-101.
[4]李晋,秦伟平,周路路.传统导向作用下辱虐型领导对员工创造力的影响研究[J].软科学,2015,29(10):96-100.
[5]刘文兴,廖建桥,张鹏程.辱虐管理对员工创造力的影响机制[J].工业工程与管理,2012,17(5):112-118.
[6]廖丹凤.工作场所感知、组织犬儒主义与组织效果的关系研究[D].厦门:厦门大学,2009.
[7]SHALLEY C E,ZHOU J,OLDHAM G R.The effects of personal and contextual characteristics on creativity:where should we go from here?[J].Journal of management,2004,30(6):933-958.
[8]KLEYSEN R F,STREET C T.Toward a multi-dimensional measure of individual innovative behavior[J].Journal of intellectual capital,2001,2(3):284-296.
[9]SCOTT S G,BRUCE R A.Determinants of innovative behavior:apath model of individual innovation in the workplace[J].Academy of management journal,1994,37(3):580-607.
[10]陈奎庆,朱晴雯,毛伟.创业型领导与新创企业成长---基于双元性创新的中介效应研究[J].常州大学学报(社会科学版),2017,18(6):66-76.
[11]陈奎庆,于小进.社会学习抑或社会交换:包容型领导对员工建言的影响机制探究[J].常州大学学报(社会科学版),2018,19(4):41-54.
[12]孙健敏,陈乐妮,尹奎.挑战性压力源与员工创新行为:领导-成员交换与辱虐管理的作用[J].心理学报,2018,50(4):436-449.
[13]HARRIS K J,KACMAR K M,ZIVNUSKA S.An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship[J].The leadership quarterly,2007,18(3):252-263.
[14]李育辉,王桢,黄灿炜,等.辱虐管理对员工心理痛苦和工作绩效的影响:一个被调节的中介模型[J].管理评论,2016,28(2):127-137.
[15]ANDERSSON L M,BATEMAN T S.Cynicism in the workplace:some causes and effects[J].Journal of organizational behavior,1997,18(5):449-469.
[16]DEAN J W,BRANDES P,DHARWADKAR R.Organizational cynicism[J].Academy of management review,1998,23(2):341-352.
[17]WANOUS J P,REICHERS A E,AUSTIN J T.Organizational cynicism:an initial study[J].Academy of management proceedings,1994(1):269-273.
[18]COLE M S,BRUCH H,VOGEL B.Emotion as mediators of the relations between perceived supervisor support and psychological hardiness on employee cynicism[J].Journal of organizational behavior,2006,27(4):463-484.
[19]DAVIS W D,GARDNER W L.Perceptions of politics and organizational cynicism:an attributional and leader-member exchange perspective[J].The leadership quarterly,2004,15(4):439-465.
[20]QIAN Y X,DANIELS T D.A communication model of employee cynicism toward organizational change[J].Corporate communications an international journal,2008,13(3):319-332.
[21]SHOSS M K,EISENBERGER R,RESTUBOG S L,et al.Blaming the organization for abusive supervision:the roles of perceived organizational support and supervisor' s organizational embodiment[J].Journal of applied psychology,2013,98(1):158-168.
[22]石冠峰,徐兵.中国情境下的组织政治知觉、心理安全与员工犬儒主义:一个理论框架[J].商业研究,2014(5):141-147.
[23]MEYER J P,BOBOCEL D R,ALLEN N J.Development of organizational commitment during the first year of employment:a longitudinal study of pre-and post-entry influences[J].Journal of management,1991,17(4):717-733.
[24]王永跃,叶佳佳.工具主义伦理气氛对员工沉默行为的影响---犬儒主义和传统性的作用[J].心理科学,2015,38(3):686-692.
[25]CLUGSTON M.Does cultural socialization predict multiple bases and foci of commitment?[J].Journal of management,2000,26(1):5-30.
[26]谢俊,储小平,汪林.效忠主管与员工工作绩效的关系:反馈寻求行为和权力距离的影响[J].南开管理评论,2012,15(2):31-38.
[27]PAINE J B,ORGAN D W.The cultural matrix of organizational citizenship behavior:some preliminary conceptual and empirical observations[J].Human resource management review,2000,10(1):45-59.
[28]LIN W P,WANG L T,CHEN S T.Abusive supervision and employee well-being:the moderating effect of power distance orientation[J].Applied psychology,2013,62(2):308-329.
[29]郭晓薇.企业员工组织公民行为影响因素的研究[D].上海:华东师范大学,2004.
[30]ARYEE S,CHEN Z X,SUN L Y,et al.Antecedents and outcomes of abusive supervision:test of a trickle-down model[J].Journal of applied psychology,2007,92(1):191-201.
[31]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of personality and social psychology,1986,51(6):1173-1182.
[32]FRITZ M S,MACKINNON D P.Required sample size to detect the mediated effect[J].Psychological Science,2007,18(3):233-239.
[33]MACKINNON D P,LOCKWOOD C M,HOFFMAN J M,et al.A Comparison of methods to test mediation and other intervening variable effects[J].Psychological methods,2002,7(1):83-104.
[34]温忠麟,叶宝娟.有调节的中介模型检验方法:竞争还是替补?[J].心理学报,2014,46(5):714-726.