辱虐管理对员工反馈寻求行为的影响机制研究
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摘要
基于资源保存理论,首次探讨辱虐管理对反馈寻求行为的影响,以及反馈倾向在辱虐管理与反馈寻求行为间关系的边界作用。通过对319份有效样本的分析,结果表明:辱虐管理对员工询问式反馈寻求行为有负向影响,对员工监控式反馈寻求行为有正向影响,反馈倾向正向调节辱虐管理与反馈寻求行为之间的关系。
Based on the conservation of resource theory,this study firstly discusses the impact of abusive supervision on the feedback seeking behavior,as well as the moderating effect of feedback orientation in the relationship between abusive supervision and feedback seeking behavior. By analyzing 319 effective samples,the results show that abusive supervision has a negative impact on employees' inquiry feedback seeking behavior,and has a positive effect on employees' monitoring feedback seeking behavior,feedback orientation plays a positive moderating role in the relationship between abusive supervision and feedback seeking behavior.
Based on the conservation of resource theory,this study firstly discusses the impact of abusive supervision on the feedback seeking behavior,as well as the moderating effect of feedback orientation in the relationship between abusive supervision and feedback seeking behavior. By analyzing 319 effective samples,the results show that abusive supervision has a negative impact on employees' inquiry feedback seeking behavior,and has a positive effect on employees' monitoring feedback seeking behavior,feedback orientation plays a positive moderating role in the relationship between abusive supervision and feedback seeking behavior.
引文
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[4]刘冰,齐蕾,徐璐.包容型领导对员工反馈寻求行为的跨层次影响研究[J].管理学报,2017,14(5):677-685.
[5]张燕红,廖建桥,马金平,等.真实型领导对新员工反馈寻求行为的作用机制——基于上级认同理论[J].工业工程与管理,2017,22(2):132-139.
[6]倪清,杜鹏程.基于链式中介效应的谦卑型领导与经理人反馈寻求行为关系研究[J].管理学报,2017,14(6):823-831.
[7]朱月龙,段锦云,凌斌.辱虐管理的概念界定与影响因素及结果探讨[J].外国经济与管理,2009,31(12):25-32.
[8]席猛,许勤,仲为国等.辱虐管理对下属沉默行为的影响——一个跨层次多特征的调节模型[J].南开管理评论,2015,18(3):132-140.
[9] Tepper,B J. Consequences of Abusive Supervision[J].Academy of Management Journal,2000,43(2):178-190.
[10]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.
[11]黄蝶君,李娟,李桦.辱虐管理对乡镇公务员工作场所偏差行为的影响机制——心理契约违背的中介作用[J].软科学,2017,31(3):87-91.
[12]吴维库,王未,刘军,等.辱虐管理、心理安全感知与员工建言[J].管理学报,2012,9(1):57-63.
[13]曹霞,瞿皎姣.资源保存理论溯源、主要内容探析及启示[J].中国人力资源开发,2014(15):75-80.
[14] Chi S C S,Liang S G. When do Subordinates'Emotion-regulation Strategies Matter? Abusive Supervision,Subordinates'Emotional Exhaustion,and Work Withdrawal[J]. The Leadership Quarterly,2013,24(1):125-137.
[15]王宁,周密,赵西萍.反馈倾向、人际信任对反馈寻求策略的影响研究[J].管理评论,2015,27(9):140-150.
[16] Whitman M V,Halbesleben J R,Holmes O. Abusive Supervision and Feedback Avoidance:the Mediating Role of Emotional Exhaustion[J]. Journal of Organizational Behavior,2014,35(1):38-53.
[17] Dahling J J,Chau S L,O'Malley A. Correlates and Consequences of Feedback Orientation in Organizations[J]. Journal of Management,2012,38(2):531-546.
[18]宋萌,王震,孙健敏.辱虐管理对下属反馈规避行为的影响:积极归因与工作意义的作用[J].预测,2015,5:22-27.
[2] Ashford S J,Cummings L L. Feedback as An Individual Resource:Personal Strategies of Creating Information[J]. Organizational Behavior and Human Performance,1983,32(3):370-398.
[3]张燕红,廖建桥.组织中的反馈寻求行为研究述评与展望[J].外国经济与管理,2014,36(4):47-56.
[4]刘冰,齐蕾,徐璐.包容型领导对员工反馈寻求行为的跨层次影响研究[J].管理学报,2017,14(5):677-685.
[5]张燕红,廖建桥,马金平,等.真实型领导对新员工反馈寻求行为的作用机制——基于上级认同理论[J].工业工程与管理,2017,22(2):132-139.
[6]倪清,杜鹏程.基于链式中介效应的谦卑型领导与经理人反馈寻求行为关系研究[J].管理学报,2017,14(6):823-831.
[7]朱月龙,段锦云,凌斌.辱虐管理的概念界定与影响因素及结果探讨[J].外国经济与管理,2009,31(12):25-32.
[8]席猛,许勤,仲为国等.辱虐管理对下属沉默行为的影响——一个跨层次多特征的调节模型[J].南开管理评论,2015,18(3):132-140.
[9] Tepper,B J. Consequences of Abusive Supervision[J].Academy of Management Journal,2000,43(2):178-190.
[10]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.
[11]黄蝶君,李娟,李桦.辱虐管理对乡镇公务员工作场所偏差行为的影响机制——心理契约违背的中介作用[J].软科学,2017,31(3):87-91.
[12]吴维库,王未,刘军,等.辱虐管理、心理安全感知与员工建言[J].管理学报,2012,9(1):57-63.
[13]曹霞,瞿皎姣.资源保存理论溯源、主要内容探析及启示[J].中国人力资源开发,2014(15):75-80.
[14] Chi S C S,Liang S G. When do Subordinates'Emotion-regulation Strategies Matter? Abusive Supervision,Subordinates'Emotional Exhaustion,and Work Withdrawal[J]. The Leadership Quarterly,2013,24(1):125-137.
[15]王宁,周密,赵西萍.反馈倾向、人际信任对反馈寻求策略的影响研究[J].管理评论,2015,27(9):140-150.
[16] Whitman M V,Halbesleben J R,Holmes O. Abusive Supervision and Feedback Avoidance:the Mediating Role of Emotional Exhaustion[J]. Journal of Organizational Behavior,2014,35(1):38-53.
[17] Dahling J J,Chau S L,O'Malley A. Correlates and Consequences of Feedback Orientation in Organizations[J]. Journal of Management,2012,38(2):531-546.
[18]宋萌,王震,孙健敏.辱虐管理对下属反馈规避行为的影响:积极归因与工作意义的作用[J].预测,2015,5:22-27.