辱虐管理与员工创造力:心理契约破坏和中庸思维的不同作用
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摘要
近年来,辱虐管理与员工创造力的关系受到越来越多研究者的关注。在以往研究的基础上,本研究构建了一个有调节的中介作用模型,以探讨中国文化情境下辱虐管理影响员工创造力的中介心理机制及边界条件。采用多阶段-多来源的策略,以93名主管和369名员工为对象,通过多水平结构方程建模技术对三阶段主管-员工配对调查所获取的数据进行分析,结果表明:主管的辱虐管理行为会通过心理契约破坏的中介作用,对员工创造力产生间接的消极影响;但该负向的间接关系的强度对高中庸思维者而言较弱。本研究有助于揭示辱虐管理影响员工创造力的心理机制及边界条件,研究结果对企业员工创造力及创新行为的管理实践也有一定启示。
Although creativity has been recognized as an important employee outcome related with work context, to date little research has examined the relationship between abusive supervision and employee creativity, which has perhaps been hindered by the lack of a theoretical framework outlining the mechanisms underlying this relationship. The current study examined the processes linking abusive supervision to employee creativity in the Chinese context by focusing on the mediating influence of psychological contract breach and the moderating influence of Zhongyong thinking style. We collected data from 93 supervisors and 369 subordinates at three different time points. In the first survey, the subordinates were asked to provide information about abusive supervision and their demography. One week later, these subordinates were asked to answer some questions about psychological contract breach and Zhongyong thinking style. Approximately two months later, we asked these supervisors to rate their subordinates' creativity. Multi-level structuring equation modeling technique and Monte Carlo resampling method were employed to examine the hypothesis about the moderating role of Zhongyong thinking style in the indirect relationship between abusive supervision and employee creativity through psychological contract breach. These findings provided support for the hypothesis that the indirect relationship between abusive supervision and employee creativity through psychological contract breach is moderated by Zhongyong thinking style, such that the indirect relationship is weakened when Zhongyong thinking style is high, rather than low. These findings contribute to our understanding of the relationship between abusive supervision and employee creativity in the Chinese context, and imply that the negative influence of abusive supervision on employee outcomes could be decreased by guiding employees to cultivate Zhongyong thinking style because it can encourage self-regulation of behavior after experiencing abusive supervision.
Although creativity has been recognized as an important employee outcome related with work context, to date little research has examined the relationship between abusive supervision and employee creativity, which has perhaps been hindered by the lack of a theoretical framework outlining the mechanisms underlying this relationship. The current study examined the processes linking abusive supervision to employee creativity in the Chinese context by focusing on the mediating influence of psychological contract breach and the moderating influence of Zhongyong thinking style. We collected data from 93 supervisors and 369 subordinates at three different time points. In the first survey, the subordinates were asked to provide information about abusive supervision and their demography. One week later, these subordinates were asked to answer some questions about psychological contract breach and Zhongyong thinking style. Approximately two months later, we asked these supervisors to rate their subordinates' creativity. Multi-level structuring equation modeling technique and Monte Carlo resampling method were employed to examine the hypothesis about the moderating role of Zhongyong thinking style in the indirect relationship between abusive supervision and employee creativity through psychological contract breach. These findings provided support for the hypothesis that the indirect relationship between abusive supervision and employee creativity through psychological contract breach is moderated by Zhongyong thinking style, such that the indirect relationship is weakened when Zhongyong thinking style is high, rather than low. These findings contribute to our understanding of the relationship between abusive supervision and employee creativity in the Chinese context, and imply that the negative influence of abusive supervision on employee outcomes could be decreased by guiding employees to cultivate Zhongyong thinking style because it can encourage self-regulation of behavior after experiencing abusive supervision.
引文
Aiken,L.S.,&West,S.G.(1991).Multiple regression:Testing and interpreting interactions.Newbury Park,CA:Sage Publications.
Agarwal,U.A.(2016).Examining perceived organizational politics among Indian managers:Engagement as mediator and locus of control as moderator.International Journal of Organizational Analysis,24(3),415-437.
Aquino,K.,&Douglas,S.(2003).Identity threat and antisocial behavior in organizations:The moderating effects of individual differences,aggressive modeling,and hierarchical status.Organizational Behavior and Human Decision Processes,90(1),195-208.
Blau,P.M.(1964).Exchange and power in social life.New York:John Wiley.
Bliese,P.D.(2000).Within-group agreement,non-independence,and reliability:Implications for data aggregation and analysis.In K.J.Klein&S.W.J.Kozlowski(Eds.),Multilevel theory,research and methods in organizations(pp.349-381).San Francisco:Jossey-Bass.
Cheung,T.S.,Chan,H.M.,Chan,K.M.,King,A.Y.C.,Chiu,C.Y.,&Yang,C.F.(2003).On Zhongyong rationality:The Confucian doctrine of the mean as a missing link between instrumental rationality and communicative rationality.Asian Journal of Social Science,31(1),107-127.
Cohen,J.(1988).Statistical power analysis for the behavioral sciences(2 ed.).Hillsdale,NJ:Eribaum.
Conway,N.,&Briner,R.B.(2002).A daily diary study of affective responses to psychological contract breach and exceeded promises.Journal of Organizational Behavior,23(3),287-303.
Ding,G.F.,Gu,X.X.,Zhu,Y.Y.,&Liu,J.X.(2012).The mechanism between superior's abusive and subordinate's performance behavior and intervention strategies.Advances in Psychological Science,20(9),1347-1354.[丁桂凤,古茜茜,朱滢莹,刘建雄.(2012).上司不当督导与下属绩效行为的作用机制及其干预策略.心理科学进展,20(9),1347-1354.]
Ding,G.F.,&Zhang,P.T.(2013).Abusive supervision and normative commitment:The mediation effects of followership.Studies of Psychology and Behavior,11(6),796-800.[丁桂凤,张澎涛.(2013).领导不当督导与追随者规范承诺:追随力的中介作用.心理与行为研究,11(6),796-800.]
Edwards,J.R.,&Lambert,L.S.(2007).Methods for integrating moderation and mediation:A general analytical framework using moderated path analysis.Psychological Methods,12(1),1-22.
Han,G.H.,Harms,P.D.,&Bai,Y.(2017).Nightmare bosses:The impact of abusive supervision on employees’sleep,emotions,and creativity.Journal of Business Ethics,145(1),21-31
He,X.(2009).Can interactional justice solve the silence problem?Management World,(4),128-134.[何轩.(2009).互动公平真的就能治疗沉默病吗?以中庸思维作为调节变量的本土实证研究.管理世界,(4),128-134.]
Hemph?l?,J.,&Magnusson,M.(2012).Networks for innovation-but what networks and what innovation.Creativity and Innovation Management,21(1),3-16.
Ho,M.Y.,&Fung,H.H.(2011).A dynamic process model of forgiveness:A cross-cultural perspective.Review of General Psychology,15(1),77-84.
Janssen,O.(2000).Job demands,perceptions of effort-reward fairness and innovative work behaviour.Journal of Occupational and Organizational Psychology,73(3),287-302.
Janssen,O.(2004).How fairness perceptions make innovative behavior more or less stressful.Journal of Organizational Behavior,25(2),201-215.
Ji,L.J.,Peng,K.,&Nisbett,R.E.(2000).Culture,control,and perception of relationships in the environment.Journal of Personality and Social Psychology,78(5),943-955.
Khazanchi,S.,&Masterson,S.S.(2011).Who and what is fair matters:A multi-foci social exchange model of creativity.Journal of Organizational Behavior,32(1),86-106.
Kiazad,K.,Seibert,S.E.,&Kraimer,M.L.(2014).Psychological contract breach and employee innovation:Aconservation of resources perspective.Journal of Occupational and Organizational Psychology,87(3),535-556.
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.
Lee,Y.T.(2000).What is missing in Chinese-Western dialectical reasoning?American Psychologist,55(9),1065-1067.
Li,Y.N.,Zhang,M.J.,Law,K.S.,&Yan,M.N.(2015).Subordinate performance and abusive supervision:The role of envy and anger.Academy of Management Proceedings,2015(1),16420-16420.
Liu,D.,Liao,H.,&Loi,R.(2012).The dark side of leadership:A three-level investigation of the cascading effect of abusive supervision on employee creativity.Academy of Management Journal,55(5),1187-1212.
Liu,D.,Zhang,Z.,&Wang,M.(2012).Mono-level and multilevel mediated moderation and moderated mediation:Theorization and test.In X.Chen,A.Tsui&L.Farh(Eds.),Management research methods(2nd ed.,pp.545-579).Beijing:Peking University Press.[刘东,张震,汪默.(2012).被调节的中介和被中介的调节:理论构建与模型验证.见:陈晓萍,徐淑英,樊景立(主编).组织与管理研究实证方法(2nd;pp.545-579.).北京:北京大学出版社.]
Metcalfe,J.,&Mischel,W.(1999).A hot/cool-system analysis of delay of gratification:Dynamics of willpower.Psychological Review,106(1),3-19.
Morrison,E.W.,&Robinson,S.L.(1997).When employees feel betrayed:A model of how psychological contract violation develops.Academy of Management Review,22(1),226-256.
Muthe?n,L.K.,&Muthén,B.O.(2012).Mplus user’s guide(7th ed.).Los Angeles,CA:Muthén&Muthén.
Ng,T.W.H.,Feldman,D.C.,&Lam,S.S.K.(2010).Psychological contract breaches,organizational commitment,and innovation-related behaviors:A latent growth modeling approach.Journal of Applied Psychology,95(4),744-751.
Oldham,G.R.,&Cummings,A.(1996).Employee creativity:Personal and contextual factors at work.Academy of Management Journal,39(3),607-634.
Parzefall,M.R.,&Salin,D.M.(2010).Perceptions of and reactions to workplace bullying:A social exchange perspective.Human Relations,63(6),761-780.
Restubog,S.L,Scott,K.L.,&Zagenczyk,T.J.(2011).When distress hits home:The role of contextual factors and psychological distress in predicting employees’responses to abusive supervision.Journal of Applied Psychology,96(4),713-729.
Robinson,S.L.,&Morrison,E.W.(2000).The development of psychological contract breach and violation:Alongitudinal study.Journal of Organizational Behavior,21(5),525-546.
Scott,S.G.,&Bruce,R.A.(1994).Determinants of innovative behavior:A path model of individual innovation in the workplace.Academy of Management Journal,37(3),580-607.
Sethi,A.,Mischel,W.,Aber,J.L.,Shoda,Y.,&Rodriguez,M.L.(2000).The role of strategic attention deployment in development of self-regulation:Predicting preschoolers'delay of gratification from mother-toddler interactions.Developmental Psychology,36(6),767-777.
Shalley,C.E.,Gilson,L.L.,&Blum,T.C.(2009).Interactive effects of growth need strength,work context,and job complexity on self-reported creative performance.Academy of Management Journal,52(3),489-505.
Tekleab,A.G.,&Taylor,M.S.(2003).Aren't there two parties in an employment relationship?Antecedents and consequences of organization-employee agreement on contract obligations and violations.Journal of Organizational Behavior,24(5),585-608.
Tepper,B.J.(2000).Consequences of abusive supervision.Academy of Management Journal,43(2),178-190.
Tepper,B.J.(2007).Abusive supervision in work organizations:Review,synthesis,and research agenda.Journal of Management,33(3),261-289.
Wang,C.J.,Tsai,H.T.,&Tsai,M.T.(2014).Linking transformational leadership and employee creativity in the hospitality industry:The influences of creative role identity,creative self-efficacy,and job complexity.Tourism Management,40,79-89.
Wu,J.H.(2006).Zhongyong make my life better:The effect of Zhongyong thinking on life satisfaction.Journal of Psychology in Chinese Societies,7,163-176.[吴佳辉.(2006).中庸让我生活更美好:中庸思维对生活满意度之影响.华人心理学报,7,163-176.]
Wu,J.H.,&Lin,Y.C.(2005).Development of a Zhong-Yong thinking style scale.Indigenous Psychological Research in Chinese Societies,24,247-300.[吴佳辉,林以正.(2005).中庸思维量表的编制.本土心理学研究,24,247-300.]
Wu,L.Z.,Liu,J.,&Liu,G.(2009).Abusive supervision and employee performance:Mechanisms of traditionality and trust.Acta Psychologica Sinica,41(6),510-518.[吴隆增,刘军,刘刚.(2009).辱虐管理与员工表现:传统性与信任的作用.心理学报,41(6),510-518.]
Yang,Z.F.(2010).Multiplicity of Zhong Yong studies.Indigenous Psychological Research in Chinese Societies,34,3-96.[杨中芳.(2010).中庸实践思维体系探研的初步进展.本土心理学研究,34,1120-165.]
Yao,X.,Yang,Q.,Dong,N.,&Wang,L.(2010).Moderating effect of Zhong Yong on the relationship between creativity and innovation behaviour.Asian Journal of Social Psychology,13(1),53-57.
Zhang,H.,Kwan,H.K.,Zhang,X.,&Wu,L.Z.(2014).High core self-evaluators maintain creativity:A motivational model of abusive supervision.Journal of Management,40(4),1151-1174.
Zhao,H.,Wayne,S.J.,Glibkowski,B.C.,&Bravo,J.(2007).The impact of psychological contract breach on work-related outcomes:A meta-analysis.Personnel Psychology,60(3),647-680.
Zhou,J.,&Hoever,I.J.(2014).Research on workplace creativity:A review and redirection.Annual Review of Organizational Psychology and Organizational Behavior,1(1),333-359.
Agarwal,U.A.(2016).Examining perceived organizational politics among Indian managers:Engagement as mediator and locus of control as moderator.International Journal of Organizational Analysis,24(3),415-437.
Aquino,K.,&Douglas,S.(2003).Identity threat and antisocial behavior in organizations:The moderating effects of individual differences,aggressive modeling,and hierarchical status.Organizational Behavior and Human Decision Processes,90(1),195-208.
Blau,P.M.(1964).Exchange and power in social life.New York:John Wiley.
Bliese,P.D.(2000).Within-group agreement,non-independence,and reliability:Implications for data aggregation and analysis.In K.J.Klein&S.W.J.Kozlowski(Eds.),Multilevel theory,research and methods in organizations(pp.349-381).San Francisco:Jossey-Bass.
Cheung,T.S.,Chan,H.M.,Chan,K.M.,King,A.Y.C.,Chiu,C.Y.,&Yang,C.F.(2003).On Zhongyong rationality:The Confucian doctrine of the mean as a missing link between instrumental rationality and communicative rationality.Asian Journal of Social Science,31(1),107-127.
Cohen,J.(1988).Statistical power analysis for the behavioral sciences(2 ed.).Hillsdale,NJ:Eribaum.
Conway,N.,&Briner,R.B.(2002).A daily diary study of affective responses to psychological contract breach and exceeded promises.Journal of Organizational Behavior,23(3),287-303.
Ding,G.F.,Gu,X.X.,Zhu,Y.Y.,&Liu,J.X.(2012).The mechanism between superior's abusive and subordinate's performance behavior and intervention strategies.Advances in Psychological Science,20(9),1347-1354.[丁桂凤,古茜茜,朱滢莹,刘建雄.(2012).上司不当督导与下属绩效行为的作用机制及其干预策略.心理科学进展,20(9),1347-1354.]
Ding,G.F.,&Zhang,P.T.(2013).Abusive supervision and normative commitment:The mediation effects of followership.Studies of Psychology and Behavior,11(6),796-800.[丁桂凤,张澎涛.(2013).领导不当督导与追随者规范承诺:追随力的中介作用.心理与行为研究,11(6),796-800.]
Edwards,J.R.,&Lambert,L.S.(2007).Methods for integrating moderation and mediation:A general analytical framework using moderated path analysis.Psychological Methods,12(1),1-22.
Han,G.H.,Harms,P.D.,&Bai,Y.(2017).Nightmare bosses:The impact of abusive supervision on employees’sleep,emotions,and creativity.Journal of Business Ethics,145(1),21-31
He,X.(2009).Can interactional justice solve the silence problem?Management World,(4),128-134.[何轩.(2009).互动公平真的就能治疗沉默病吗?以中庸思维作为调节变量的本土实证研究.管理世界,(4),128-134.]
Hemph?l?,J.,&Magnusson,M.(2012).Networks for innovation-but what networks and what innovation.Creativity and Innovation Management,21(1),3-16.
Ho,M.Y.,&Fung,H.H.(2011).A dynamic process model of forgiveness:A cross-cultural perspective.Review of General Psychology,15(1),77-84.
Janssen,O.(2000).Job demands,perceptions of effort-reward fairness and innovative work behaviour.Journal of Occupational and Organizational Psychology,73(3),287-302.
Janssen,O.(2004).How fairness perceptions make innovative behavior more or less stressful.Journal of Organizational Behavior,25(2),201-215.
Ji,L.J.,Peng,K.,&Nisbett,R.E.(2000).Culture,control,and perception of relationships in the environment.Journal of Personality and Social Psychology,78(5),943-955.
Khazanchi,S.,&Masterson,S.S.(2011).Who and what is fair matters:A multi-foci social exchange model of creativity.Journal of Organizational Behavior,32(1),86-106.
Kiazad,K.,Seibert,S.E.,&Kraimer,M.L.(2014).Psychological contract breach and employee innovation:Aconservation of resources perspective.Journal of Occupational and Organizational Psychology,87(3),535-556.
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.
Lee,Y.T.(2000).What is missing in Chinese-Western dialectical reasoning?American Psychologist,55(9),1065-1067.
Li,Y.N.,Zhang,M.J.,Law,K.S.,&Yan,M.N.(2015).Subordinate performance and abusive supervision:The role of envy and anger.Academy of Management Proceedings,2015(1),16420-16420.
Liu,D.,Liao,H.,&Loi,R.(2012).The dark side of leadership:A three-level investigation of the cascading effect of abusive supervision on employee creativity.Academy of Management Journal,55(5),1187-1212.
Liu,D.,Zhang,Z.,&Wang,M.(2012).Mono-level and multilevel mediated moderation and moderated mediation:Theorization and test.In X.Chen,A.Tsui&L.Farh(Eds.),Management research methods(2nd ed.,pp.545-579).Beijing:Peking University Press.[刘东,张震,汪默.(2012).被调节的中介和被中介的调节:理论构建与模型验证.见:陈晓萍,徐淑英,樊景立(主编).组织与管理研究实证方法(2nd;pp.545-579.).北京:北京大学出版社.]
Metcalfe,J.,&Mischel,W.(1999).A hot/cool-system analysis of delay of gratification:Dynamics of willpower.Psychological Review,106(1),3-19.
Morrison,E.W.,&Robinson,S.L.(1997).When employees feel betrayed:A model of how psychological contract violation develops.Academy of Management Review,22(1),226-256.
Muthe?n,L.K.,&Muthén,B.O.(2012).Mplus user’s guide(7th ed.).Los Angeles,CA:Muthén&Muthén.
Ng,T.W.H.,Feldman,D.C.,&Lam,S.S.K.(2010).Psychological contract breaches,organizational commitment,and innovation-related behaviors:A latent growth modeling approach.Journal of Applied Psychology,95(4),744-751.
Oldham,G.R.,&Cummings,A.(1996).Employee creativity:Personal and contextual factors at work.Academy of Management Journal,39(3),607-634.
Parzefall,M.R.,&Salin,D.M.(2010).Perceptions of and reactions to workplace bullying:A social exchange perspective.Human Relations,63(6),761-780.
Restubog,S.L,Scott,K.L.,&Zagenczyk,T.J.(2011).When distress hits home:The role of contextual factors and psychological distress in predicting employees’responses to abusive supervision.Journal of Applied Psychology,96(4),713-729.
Robinson,S.L.,&Morrison,E.W.(2000).The development of psychological contract breach and violation:Alongitudinal study.Journal of Organizational Behavior,21(5),525-546.
Scott,S.G.,&Bruce,R.A.(1994).Determinants of innovative behavior:A path model of individual innovation in the workplace.Academy of Management Journal,37(3),580-607.
Sethi,A.,Mischel,W.,Aber,J.L.,Shoda,Y.,&Rodriguez,M.L.(2000).The role of strategic attention deployment in development of self-regulation:Predicting preschoolers'delay of gratification from mother-toddler interactions.Developmental Psychology,36(6),767-777.
Shalley,C.E.,Gilson,L.L.,&Blum,T.C.(2009).Interactive effects of growth need strength,work context,and job complexity on self-reported creative performance.Academy of Management Journal,52(3),489-505.
Tekleab,A.G.,&Taylor,M.S.(2003).Aren't there two parties in an employment relationship?Antecedents and consequences of organization-employee agreement on contract obligations and violations.Journal of Organizational Behavior,24(5),585-608.
Tepper,B.J.(2000).Consequences of abusive supervision.Academy of Management Journal,43(2),178-190.
Tepper,B.J.(2007).Abusive supervision in work organizations:Review,synthesis,and research agenda.Journal of Management,33(3),261-289.
Wang,C.J.,Tsai,H.T.,&Tsai,M.T.(2014).Linking transformational leadership and employee creativity in the hospitality industry:The influences of creative role identity,creative self-efficacy,and job complexity.Tourism Management,40,79-89.
Wu,J.H.(2006).Zhongyong make my life better:The effect of Zhongyong thinking on life satisfaction.Journal of Psychology in Chinese Societies,7,163-176.[吴佳辉.(2006).中庸让我生活更美好:中庸思维对生活满意度之影响.华人心理学报,7,163-176.]
Wu,J.H.,&Lin,Y.C.(2005).Development of a Zhong-Yong thinking style scale.Indigenous Psychological Research in Chinese Societies,24,247-300.[吴佳辉,林以正.(2005).中庸思维量表的编制.本土心理学研究,24,247-300.]
Wu,L.Z.,Liu,J.,&Liu,G.(2009).Abusive supervision and employee performance:Mechanisms of traditionality and trust.Acta Psychologica Sinica,41(6),510-518.[吴隆增,刘军,刘刚.(2009).辱虐管理与员工表现:传统性与信任的作用.心理学报,41(6),510-518.]
Yang,Z.F.(2010).Multiplicity of Zhong Yong studies.Indigenous Psychological Research in Chinese Societies,34,3-96.[杨中芳.(2010).中庸实践思维体系探研的初步进展.本土心理学研究,34,1120-165.]
Yao,X.,Yang,Q.,Dong,N.,&Wang,L.(2010).Moderating effect of Zhong Yong on the relationship between creativity and innovation behaviour.Asian Journal of Social Psychology,13(1),53-57.
Zhang,H.,Kwan,H.K.,Zhang,X.,&Wu,L.Z.(2014).High core self-evaluators maintain creativity:A motivational model of abusive supervision.Journal of Management,40(4),1151-1174.
Zhao,H.,Wayne,S.J.,Glibkowski,B.C.,&Bravo,J.(2007).The impact of psychological contract breach on work-related outcomes:A meta-analysis.Personnel Psychology,60(3),647-680.
Zhou,J.,&Hoever,I.J.(2014).Research on workplace creativity:A review and redirection.Annual Review of Organizational Psychology and Organizational Behavior,1(1),333-359.