辱虐管理与员工离职倾向:一个被调节的中介作用模型
详细信息 查看官网全文
- 论文作者：罗宣 ; 金瑶瑶
- 年：2016
- 作者机构：合肥工业大学管理学院工商管理系;
- 论文关键词：辱虐管理 ; 离职倾向 ; 工作疏离感 ; 组织自尊
- 会议召开时间：2016-09-28
- 会议录名称：第十一届（2016）中国管理学年会论文集
- 语种：中文
- 分类号：B842;F272.92
- 学会代码：ZGUH
- 会议名称：第十一届（2016）中国管理学年会
- 会议地点：中国黑龙江哈尔滨
- 主办单位：中国管理现代化研究会、复旦管理学奖励基金会
- 学会名称：中国管理现代化研究会
- 页数：9
- 文件大小：535k
- 原文格式：D
- 会议级别：全国
摘要
文章探讨了辱虐管理对离职倾向的影响,并检验了工作疏离感的中介作用和组织自尊的调节作用。运用Bootstrap法对167位员工样本的调查问卷进行分析,研究结果发现辱虐管理对离职倾向有显著正向作用;工作疏离感在辱虐管理与离职倾向的关系中具有部分中介作用;组织自尊在辱虐管理与工作疏离感的关系中具有负向调节作用,组织自尊越低,辱虐管理对工作疏离感的负向影响越强;进一步,组织自尊也调节了辱虐管理通过工作疏离感对离职倾向的间接影响。
引文
[1]Tepper,B J.Consequences of abusive supervision[J].Academy of Management Journal,2000,43(2):178-190.
[2]Harvey P,Stoner J,Hochwarter W,et al.Coping with abusive supervision:The neutralizing effects of ingratiation and positive affect on negative employee outcomes[J].The Leadership Quarterly,2007,18(3):264-280.
[3]周浩,龙立荣.工作疏离感研究述评[J].心理科学进展,2011,01:117-123.
[4]李兴娜,凌文辁.组织自尊问题研究[J].中国人力资源开发,2011,08:5-8.
[5]Porter L W,Steers R M.Organizational commitment,Job satistaction,and turnover among psychiatric Technicanis[J].Journal of Applied Psychology,1974.
[6]Maertz C P,Kmittak R.Integrating Turnover Reasons and Shocks with Turnover Decision Process[J].Journal of Vocational Behavior,2012.81(1):26-38.
[7]刘永安,王芳.影响员工离职意向的因素研究[J].企业经济,2006,06:42-44.
[8]金国荣.知识型员工离职倾向影响因素研究[D].复旦大学,2014.
[9]Burris E R,Detert J R,Chiaburu D S.Quitting before Leaving:The Mediating Effects of Psychological Attachment and Detachment on Voice[J].Journal of Applied Psychology,2008,93(4):912-922.
[10]孙健敏,宋萌,王震.辱虐管理对下属工作绩效和离职意愿的影响:领导认同和权力距离的作用[J].商业经济与管理,2013,03:45-53.
[11]Blau P M.Exchange and Power in Social Life[J].New York:Wiley,1964.
[12]Kanungo R N.Culture and work alienation:western models and eastern realities.Int.J.Psychol.1990,25:795-812.
[13]Banai M,Reisel WD,Probst TM.AManagerial and Personal Control Model:Predictions of Work Alienation and Organizational Commitment in Hungary[J].Journal of International Management,2004,10:375-392.
[14]黄丽.企业员工工作疏离感的理论构建与实证研究[D].西南大学,2009.
[15]Kanungo,R.N.(1992).Alienation and empowerment:some ethical imperatives in business.Journal of Business Ethics,11,413-422.
[16]任晗,许亚玲,陈维政.代际差异视角下的辱虐管理对员工工作疏离感的影响作用[J].经济管理,2014,02:65-75.
[17]Robert R Hirschfeld,Hubert S.Work centrality and work alienation:distinct aspects of a general commitment to work[J].Journal of Organizational Behavior,2000,21,789-800.
[18]Cheung C K.Adaptation to Work Restructuring among Working People in Hong Kong[J].The Journal of Socio-Economics,2005,34:361-376.
[19]于海琴,敬鹏飞,王宗怡,方雨果.是什么让高校教师产生工作疏离感--基于5所大学优势学科实验室的调查研究[J].高等教育研究,2016,01:57-63.
[20]陈长彬,杨忠,盛鑫.工作疏离感研究进展[J].中国人力资源发,2013,05:16-22+33.
[21]林钲棽,陈威菖.工作疏离感在组织公民行为形成历程的中介角色--以大高雄区域金融业从业人员为例[J].辅仁管理评论,2003,11,91-118.
[22]Sulu,S.,Ceylan,A.,&Kaynak,R.(2010).Work alienation as a mediator of the relationship between organizational injustice and organizational commitment:implications for healthcare professionals.International Journal of Business and Management,5,27-38.
[23]王秀会.组织氛围与员工工作疏离感、离职倾向关系的实证研究[D].西南财经大学,2013.
[24]Pierce J L,Gardner D G Cummings L et al.Organization Based on Self-esteem:Construct Definition,Measurement and Validation[J].Academy of Management Journal,1989,32(3):622-648.
[25]Brokner J.Low Self-Esteem and behavioral plasticity:Some implications[C]//Wheeler L,Shaver P R.Review of personality and social psychology.Beverly Hills,CA:Sage,1983.
[26]尹奎,刘永仁,刘蒙.基于组织的自尊(OBSE)研究现状与未来展望[J].中国人力资源开发,2014,05:38-47.
[27]Kiazad K,Restubog S L D,Zagenczyk T J.In pursuit of power:the role of authoritarian leadership in the relationship between supervisors’machiavellianism and subordinates’perceptions of abusive supervisory behavior.Journal of Research in Personality,2010,44(4):512-519.
[28]Dijkstra M T M,Beersma B,Cornelissen W M.The emergence of the activity reduces conflict associated strain(arcas)model:a test of a conditional mediation model of workplace conflict and employee strain.Journal of Occupational Health Psychology,2012,17(3):365-375.
[29]曲如杰,王林,尚洁,时勘.辱虐型领导与员工创新:员工自我概念的作用[J].管理评论,2015,08:90-101.
[30]Bowling N A,Eschleman K J,Wang Q,et al.A meta-analysis of the predictors and consequences of organization-based self-esteem[J].Journal of Occupational and Organizational Psychology,2010,83(3):601-626.
[31]黄春生.工作满意度、组织承诺与离职倾向相关研究[D].厦门大学,2004.
[32]陈瑞,郑毓煌,刘文静.中介效应分析:原理、程序、Bootstrap方法及其应用[J].营销科学学报,2013,04:120-135.
[33]Preacher K J,Hayes A F.SPSS and SAS procedures for estimating indirect effects in simple mediation models[J].Behavior Research Methods,Instruments,and Computers,2004,36:717-73.
[34]方杰,张敏强,顾红磊,梁东梅.基于不对称区间估计的有调节的中介模型检验[J].心理科学进展,2014,10:1660-1668.
[35]Hayes,A.F.(2013a).A simple test of moderated mediation.Manuscript submitted for publication.Retrieved May 7,2013,from http://www.afhayes.com/
[36]Hayes,A.F.(2013b).An introduction to mediation,moderation,and conditional process analysis:Aregression-based approach.New York:Guilford Press.
[2]Harvey P,Stoner J,Hochwarter W,et al.Coping with abusive supervision:The neutralizing effects of ingratiation and positive affect on negative employee outcomes[J].The Leadership Quarterly,2007,18(3):264-280.
[3]周浩,龙立荣.工作疏离感研究述评[J].心理科学进展,2011,01:117-123.
[4]李兴娜,凌文辁.组织自尊问题研究[J].中国人力资源开发,2011,08:5-8.
[5]Porter L W,Steers R M.Organizational commitment,Job satistaction,and turnover among psychiatric Technicanis[J].Journal of Applied Psychology,1974.
[6]Maertz C P,Kmittak R.Integrating Turnover Reasons and Shocks with Turnover Decision Process[J].Journal of Vocational Behavior,2012.81(1):26-38.
[7]刘永安,王芳.影响员工离职意向的因素研究[J].企业经济,2006,06:42-44.
[8]金国荣.知识型员工离职倾向影响因素研究[D].复旦大学,2014.
[9]Burris E R,Detert J R,Chiaburu D S.Quitting before Leaving:The Mediating Effects of Psychological Attachment and Detachment on Voice[J].Journal of Applied Psychology,2008,93(4):912-922.
[10]孙健敏,宋萌,王震.辱虐管理对下属工作绩效和离职意愿的影响:领导认同和权力距离的作用[J].商业经济与管理,2013,03:45-53.
[11]Blau P M.Exchange and Power in Social Life[J].New York:Wiley,1964.
[12]Kanungo R N.Culture and work alienation:western models and eastern realities.Int.J.Psychol.1990,25:795-812.
[13]Banai M,Reisel WD,Probst TM.AManagerial and Personal Control Model:Predictions of Work Alienation and Organizational Commitment in Hungary[J].Journal of International Management,2004,10:375-392.
[14]黄丽.企业员工工作疏离感的理论构建与实证研究[D].西南大学,2009.
[15]Kanungo,R.N.(1992).Alienation and empowerment:some ethical imperatives in business.Journal of Business Ethics,11,413-422.
[16]任晗,许亚玲,陈维政.代际差异视角下的辱虐管理对员工工作疏离感的影响作用[J].经济管理,2014,02:65-75.
[17]Robert R Hirschfeld,Hubert S.Work centrality and work alienation:distinct aspects of a general commitment to work[J].Journal of Organizational Behavior,2000,21,789-800.
[18]Cheung C K.Adaptation to Work Restructuring among Working People in Hong Kong[J].The Journal of Socio-Economics,2005,34:361-376.
[19]于海琴,敬鹏飞,王宗怡,方雨果.是什么让高校教师产生工作疏离感--基于5所大学优势学科实验室的调查研究[J].高等教育研究,2016,01:57-63.
[20]陈长彬,杨忠,盛鑫.工作疏离感研究进展[J].中国人力资源发,2013,05:16-22+33.
[21]林钲棽,陈威菖.工作疏离感在组织公民行为形成历程的中介角色--以大高雄区域金融业从业人员为例[J].辅仁管理评论,2003,11,91-118.
[22]Sulu,S.,Ceylan,A.,&Kaynak,R.(2010).Work alienation as a mediator of the relationship between organizational injustice and organizational commitment:implications for healthcare professionals.International Journal of Business and Management,5,27-38.
[23]王秀会.组织氛围与员工工作疏离感、离职倾向关系的实证研究[D].西南财经大学,2013.
[24]Pierce J L,Gardner D G Cummings L et al.Organization Based on Self-esteem:Construct Definition,Measurement and Validation[J].Academy of Management Journal,1989,32(3):622-648.
[25]Brokner J.Low Self-Esteem and behavioral plasticity:Some implications[C]//Wheeler L,Shaver P R.Review of personality and social psychology.Beverly Hills,CA:Sage,1983.
[26]尹奎,刘永仁,刘蒙.基于组织的自尊(OBSE)研究现状与未来展望[J].中国人力资源开发,2014,05:38-47.
[27]Kiazad K,Restubog S L D,Zagenczyk T J.In pursuit of power:the role of authoritarian leadership in the relationship between supervisors’machiavellianism and subordinates’perceptions of abusive supervisory behavior.Journal of Research in Personality,2010,44(4):512-519.
[28]Dijkstra M T M,Beersma B,Cornelissen W M.The emergence of the activity reduces conflict associated strain(arcas)model:a test of a conditional mediation model of workplace conflict and employee strain.Journal of Occupational Health Psychology,2012,17(3):365-375.
[29]曲如杰,王林,尚洁,时勘.辱虐型领导与员工创新:员工自我概念的作用[J].管理评论,2015,08:90-101.
[30]Bowling N A,Eschleman K J,Wang Q,et al.A meta-analysis of the predictors and consequences of organization-based self-esteem[J].Journal of Occupational and Organizational Psychology,2010,83(3):601-626.
[31]黄春生.工作满意度、组织承诺与离职倾向相关研究[D].厦门大学,2004.
[32]陈瑞,郑毓煌,刘文静.中介效应分析:原理、程序、Bootstrap方法及其应用[J].营销科学学报,2013,04:120-135.
[33]Preacher K J,Hayes A F.SPSS and SAS procedures for estimating indirect effects in simple mediation models[J].Behavior Research Methods,Instruments,and Computers,2004,36:717-73.
[34]方杰,张敏强,顾红磊,梁东梅.基于不对称区间估计的有调节的中介模型检验[J].心理科学进展,2014,10:1660-1668.
[35]Hayes,A.F.(2013a).A simple test of moderated mediation.Manuscript submitted for publication.Retrieved May 7,2013,from http://www.afhayes.com/
[36]Hayes,A.F.(2013b).An introduction to mediation,moderation,and conditional process analysis:Aregression-based approach.New York:Guilford Press.