领导-成员交换、组织公平对知识型员工职业倦怠的影响
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摘要
通过对山东省326名知识型员工的问卷调查,运用层次回归分析探究了领导-成员交换、组织公平和职业倦怠三者间的相互关系。研究表明:领导-成员交换显著负向影响职业倦怠;组织公平则在领导-成员交换和职业倦怠之间起着完全中介作用,即高质量的领导-成员交换关系营造了一种公平公正的组织氛围,进而减弱了职业倦怠情绪的负面影响。
The questionnaire survey of 326 knowledge workers in Shandong Province explores the relationship between leadership-member exchange,organizational justice and job burnout by using hierarchical regression analysis.Leadership-member exchange significantly negatively affects burnout.Organizational justice plays a full intermediary role between leadership-member exchange and burnout.That is,high-quality leadership-member exchanges create an equitable organizational climate and then reduces the negative impact of burnout.
The questionnaire survey of 326 knowledge workers in Shandong Province explores the relationship between leadership-member exchange,organizational justice and job burnout by using hierarchical regression analysis.Leadership-member exchange significantly negatively affects burnout.Organizational justice plays a full intermediary role between leadership-member exchange and burnout.That is,high-quality leadership-member exchanges create an equitable organizational climate and then reduces the negative impact of burnout.
引文
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[12]毛晋平,唐晨.诚信型领导与中小学教师职业倦怠的关系:心理资本的中介作用[J].中国临床心理学杂志,2016,24(4):730-733.
[13]赵金金,于水仙.组织伦理氛围、价值契合度与酒店基层员工职业倦怠消除:如何让组织充满活力[J].现代财经(天津财经大学学报),2017,37(9):102-113.
[14]林赞歌,连榕,邓远平,林荣茂.制造业员工社会支持、职业倦怠与生活满意度的关系[J].心理与行为研究,2017,15(1):108-112.
[15]傅王倩,姚岩.特岗教师的地域融入与职业倦怠的关系研究---基于全国13省的实证研究[J].教育学报,2018,14(2):89-96.
[16]CHIABURU,HARRISON D S,D A.Do peers make the place?conceptual synthesis and meta-analysis of coworker effects on perceptions,attitudes,OCBs,and performance[J].Journal of Applied Psychology,2008,93(5):1082-1103.
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[18]LIDEN R C,GRAEN G.Generalizability of the vertical dyad linkage model of leadership[J].Academy of Management Journal,1980,23(3):451-465.
[19]NEGRO P G.Filling empty seats:how status and organizational hierarchies affect exploration versus exploitation in team design[J].The Academy of Management Journal,2006,49(4):759-777.
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[21]LEVENTHAL G S.What should be done with equity theory?[J].Social Exchange,1980.
[22]BIES R J,SHAPIRO D L.Interactional fairness judgments:the influence of causal accounts[J].Social Justice Research,1987,1(2):199-218.
[23]马力,曲庆.可能的阴暗面:领导-成员交换和关系对组织公平的影响[J].管理世界,2007(11):87-95.
[24]VECCHIO R P,GOBDEL B C.The vertical dyad linkage model of leadership:problems and prospects[J].Organizational Behavior and Human Performance,1984,34(1):5-20.
[25]李超平,时勘.分配公平与程序公平对工作倦怠的影响[J].心理学报,2003,35(5):677-684.
[26]PINDER C C,HARLOS K P.Employee silence:quiescence and acquiescence as responses to perceived injustice[J].Research in Personnel&Human Resources Management,2001,20:331-369.
[27]刘巨钦,易明.中国家族企业领导-成员交换和组织公平感的关系实证研究[J].软科学,2012,26(9):127-132.
[28]汪林,储小平,倪婧.领导-部属交换、内部人身份认知与组织公民行为---基于本土家族企业视角的经验研究[J].管理世界,2009(1):97-107.
[29]GRAEN G B,NOVAK M A,SOMMERKAMP P.The effects of leader-member exchange and job design on productivity and satisfaction:testing a dual attachment model[J].Organizational Behavior&Human Performance,1982,30(1):109-131.
[30]NIEHOFF B P,MOORMAN R H.Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior[J].Academy of Management Journal,1993,36(3):527-556.
[31]李超平,时勘.分配公平与程序公平对工作倦怠的影响[J].心理学报,2003,35(5):677-684.
[32]温忠麟.张雷,侯杰泰,刘红云.中介效应检验程序及其应用[J].心理学报,2004(5):614-620.
[2]HOOPER D T,MARTIN R.Beyond personal Leader-Member Exchange(LMX)quality:the effects of perceived LMXvariability on employee reactions[J].The Leadership Quarterly,2008,19(1):0-30.
[3]GRAEN G B,UHL-BIEN M.Relationship-based approach to leadership:development of leader-member exchange(LMX)theory of leadership over 25 years:applying a multi-level multi-domain perspective[J].Leadership Quarterly,1995,6(2):0-247.
[4]刘丹,缴润凯,王贺立,李飞飞.幼儿教师情绪劳动策略与职业倦怠的关系:基于潜在剖面分析[J].心理发展与教育,2018,34(6):742-749.
[5]武成莉,姚茹.高校专职心理咨询教师工作满意感对职业倦怠的影响---心理资本的调节作用[J].中国特殊教育,2018(9):91-96.
[6]朱嫣然,耿娜,ANDREA MATTA.考虑职业倦怠的护士夜班指派问题[J].工业工程与管理,2018,23(4):172-178,193.
[7]史靖宇,赵旭东,苏娜,王艳波.医生职业倦怠与心理弹性的关系[J].中国心理卫生杂志,2017,31(2):168-169.
[8]文宏.政府组织文化、组织沉默与公务员职业倦怠:有调节的中介模型[J].山西大学学报:哲学社会科学版,2018,41(4):106-115.
[9]谢治菊,朱绍豪.十八大以来基层公务员自我效能感与职业倦怠探讨---以西南地区为例[J].理论与改革,2018(4):151-163.
[10]李丽芳.新常态下新生代产业工人职业倦怠实证研究---基于阿德佛需要激励理论视角[J].宏观经济管理,2017(S1):26-28.
[11]李力,封玫.工作激情与职业倦怠:工作满意度与冲突的中介效应[J].江西社会科学,2017,37(12):222-227.
[12]毛晋平,唐晨.诚信型领导与中小学教师职业倦怠的关系:心理资本的中介作用[J].中国临床心理学杂志,2016,24(4):730-733.
[13]赵金金,于水仙.组织伦理氛围、价值契合度与酒店基层员工职业倦怠消除:如何让组织充满活力[J].现代财经(天津财经大学学报),2017,37(9):102-113.
[14]林赞歌,连榕,邓远平,林荣茂.制造业员工社会支持、职业倦怠与生活满意度的关系[J].心理与行为研究,2017,15(1):108-112.
[15]傅王倩,姚岩.特岗教师的地域融入与职业倦怠的关系研究---基于全国13省的实证研究[J].教育学报,2018,14(2):89-96.
[16]CHIABURU,HARRISON D S,D A.Do peers make the place?conceptual synthesis and meta-analysis of coworker effects on perceptions,attitudes,OCBs,and performance[J].Journal of Applied Psychology,2008,93(5):1082-1103.
[17]GRAEN G B,SCANDURA T A.Toward a psychology of dyadic organizing[J].Research in Organizational Behavior,1987,9(4):175-208.
[18]LIDEN R C,GRAEN G.Generalizability of the vertical dyad linkage model of leadership[J].Academy of Management Journal,1980,23(3):451-465.
[19]NEGRO P G.Filling empty seats:how status and organizational hierarchies affect exploration versus exploitation in team design[J].The Academy of Management Journal,2006,49(4):759-777.
[20]ADAMS,STACY J.Towards an understanding of inequity[J].The Journal of Abnormal and Social Psychology,1963,67(5):422-436.
[21]LEVENTHAL G S.What should be done with equity theory?[J].Social Exchange,1980.
[22]BIES R J,SHAPIRO D L.Interactional fairness judgments:the influence of causal accounts[J].Social Justice Research,1987,1(2):199-218.
[23]马力,曲庆.可能的阴暗面:领导-成员交换和关系对组织公平的影响[J].管理世界,2007(11):87-95.
[24]VECCHIO R P,GOBDEL B C.The vertical dyad linkage model of leadership:problems and prospects[J].Organizational Behavior and Human Performance,1984,34(1):5-20.
[25]李超平,时勘.分配公平与程序公平对工作倦怠的影响[J].心理学报,2003,35(5):677-684.
[26]PINDER C C,HARLOS K P.Employee silence:quiescence and acquiescence as responses to perceived injustice[J].Research in Personnel&Human Resources Management,2001,20:331-369.
[27]刘巨钦,易明.中国家族企业领导-成员交换和组织公平感的关系实证研究[J].软科学,2012,26(9):127-132.
[28]汪林,储小平,倪婧.领导-部属交换、内部人身份认知与组织公民行为---基于本土家族企业视角的经验研究[J].管理世界,2009(1):97-107.
[29]GRAEN G B,NOVAK M A,SOMMERKAMP P.The effects of leader-member exchange and job design on productivity and satisfaction:testing a dual attachment model[J].Organizational Behavior&Human Performance,1982,30(1):109-131.
[30]NIEHOFF B P,MOORMAN R H.Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior[J].Academy of Management Journal,1993,36(3):527-556.
[31]李超平,时勘.分配公平与程序公平对工作倦怠的影响[J].心理学报,2003,35(5):677-684.
[32]温忠麟.张雷,侯杰泰,刘红云.中介效应检验程序及其应用[J].心理学报,2004(5):614-620.