辱虐管理对企业员工工作倦怠的作用机制研究
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摘要
辱虐管理是目前一种普遍存在的负面领导行为,不仅影响员工和企业的绩效,还会影响员工的心理和行为反应,使员工产生消极的工作态度及行为,进而影响到员工的工作满意度、组织公民行为等,产生工作倦怠以及工作家庭冲突等问题。而目前关于辱虐管理的研究起步晚,发展快,且主要都集中于国外,国内相关研究较少,关于辱虐管理与工作倦怠之间关系的研究则更少,仅有两三篇成型的文献成果,目前的理论研究中也没有关于自我效能感与工作倦怠和辱虐管理之间的关系研究,通过本文研究可以在一定意义上丰富该方面的理论研究。
本文旨在通过实证数据分析检验辱虐管理对员工工作倦怠的作用机制；检验员工自我效能感在辱虐管理和员工工作倦怠之间的中介作用机制；检验人口统计学变量对辱虐管理的控制作用机制,并通过数据分析和相关文献研究,提出企业应对辱虐管理和员工工作倦怠的相关对策。
本文在前人理论研究的基础上借鉴成熟的测量量表形成测量问卷,对济南、青岛、淄博、滨州、咸阳、天津、杭州、深圳等地国有企业、集体企业、民营企业和三资企业进行实地调查,共获取有效样本336份,占所回收问卷的97.39%。通过SPSS19.0和AMOS7.0等数据分析软件对正式调查的数据进行了分析和检验,得到了以下结论：人口统计学变量对各变量感知产生不同程度的影响；辱虐管理与工作倦怠的3个维度成就感低落、情绪耗竭和去人性化之间都存在显著地正相关关系；辱虐管理与自我效能感的2个维度结果预期和效能预期之间都存在显著地负相关关系；自我效能感的2个维度与工作倦怠的3个维度之间都存在显著的负相关关系；各控制变量与工作倦怠和自我效能感的各维度之间都存在不同程度的相关关系；自我效能感在辱虐管理对员工工作倦怠的影响过程中起到部分中介作用。在研究基础上本文提出了企业、领导者、员工三个层面的管理启示和建议。
本文通过研究辱虐管理对员工工作倦怠的作用机制,丰富了相关的理论研究,填补了一些研究空白,为领导者如何减少辱虐管理和员工的工作倦怠提供了参考和依据,也为员工如何应对领导者的辱虐管理提供了指导和帮助。
Abusive supervision is currently a widespread negative leadership behavior, not only affects the performance of employees and enterprises, can also affect the employee's psychological and behavioral responses, makes people have a negative attitude and behavior, thus affect the employee's job satisfaction and organizational citizenship behavior, job burnout and work family conflict problems. And current research on abusive supervision started late, development fastly, and are concentrated mainly in abroad, the domestic related research is less, about insulting abuses of relationships between abusive supervision and job burnout research is less, only two or three molding piece of literature, the present theoretical research nor on self-efficacy and job burnout and humiliating to the relationship between the abusive supervision research, through this study can be rich the aspects of theory research in a certain sense.
The purpose of this paper is to empirically test data analysis insulting abusive supervision on employees'job burnout management mechanism; Check staff self-efficacy in abuse of shame mediation mechanism between abusive supervision and employees'job burnout; Check the control mechanisms inspection of demographic variables on abusive supervision, and through data analysis and literature research, put forward enterprise dealing with insulting abuses related countermeasures of management and employees'job burnout.
This paper is on the basis of the predecessors'theory reference of scale formation measurement questionnaire, carry out field investigation in Jinan, Qingdao, Zibo, Binzhou, Xianyang, Tianjin, Hangzhou, Shenzhen and other state-owned enterprises, collective enterprises, private enterprises and foreign-funded enterprises, has obtained336valid samples, accounted for97.39%of the number of recycling questionnaire. Through the SPSS19.0and AMOS7.0data analysis software analyzes the formal investigation data and test, get the following conclusion:the demographic variables on the perception of different degrees of influence; abusive supervision and the three dimensions of job burnout between low sense of accomplishment, emotional exhaustion and dehumanization is significantly positive correlation;abusive supervision and self-efficacy of two dimensional results between expectations and performance expectations have significantly negative correlation relationship; self-efficacy of two dimension and three dimension of job burnout has significant negative correlation between relationship; in addition to the abusive supervision various control variables and the dimension of job burnout and self-efficacy have different degrees of relationship between; self-efficacy in the abusive supervision impact on employees'job burnout in the process of partial intermediary effect. Based on the research this paper presented management implications and suggestions in enterprise,leaders and employees three levels.
In this article, through research abusive supervision on employees'job burnout management mechanism, enrich the relevant theoretical research, fill the blank of the research and for leaders on how to reduce abusive supervision and employees'job burnout shame provides reference and basis, also for the staff how to deal with the leader's abuse of shame management provides guidance and help.
本文旨在通过实证数据分析检验辱虐管理对员工工作倦怠的作用机制；检验员工自我效能感在辱虐管理和员工工作倦怠之间的中介作用机制；检验人口统计学变量对辱虐管理的控制作用机制,并通过数据分析和相关文献研究,提出企业应对辱虐管理和员工工作倦怠的相关对策。
本文在前人理论研究的基础上借鉴成熟的测量量表形成测量问卷,对济南、青岛、淄博、滨州、咸阳、天津、杭州、深圳等地国有企业、集体企业、民营企业和三资企业进行实地调查,共获取有效样本336份,占所回收问卷的97.39%。通过SPSS19.0和AMOS7.0等数据分析软件对正式调查的数据进行了分析和检验,得到了以下结论：人口统计学变量对各变量感知产生不同程度的影响；辱虐管理与工作倦怠的3个维度成就感低落、情绪耗竭和去人性化之间都存在显著地正相关关系；辱虐管理与自我效能感的2个维度结果预期和效能预期之间都存在显著地负相关关系；自我效能感的2个维度与工作倦怠的3个维度之间都存在显著的负相关关系；各控制变量与工作倦怠和自我效能感的各维度之间都存在不同程度的相关关系；自我效能感在辱虐管理对员工工作倦怠的影响过程中起到部分中介作用。在研究基础上本文提出了企业、领导者、员工三个层面的管理启示和建议。
本文通过研究辱虐管理对员工工作倦怠的作用机制,丰富了相关的理论研究,填补了一些研究空白,为领导者如何减少辱虐管理和员工的工作倦怠提供了参考和依据,也为员工如何应对领导者的辱虐管理提供了指导和帮助。
Abusive supervision is currently a widespread negative leadership behavior, not only affects the performance of employees and enterprises, can also affect the employee's psychological and behavioral responses, makes people have a negative attitude and behavior, thus affect the employee's job satisfaction and organizational citizenship behavior, job burnout and work family conflict problems. And current research on abusive supervision started late, development fastly, and are concentrated mainly in abroad, the domestic related research is less, about insulting abuses of relationships between abusive supervision and job burnout research is less, only two or three molding piece of literature, the present theoretical research nor on self-efficacy and job burnout and humiliating to the relationship between the abusive supervision research, through this study can be rich the aspects of theory research in a certain sense.
The purpose of this paper is to empirically test data analysis insulting abusive supervision on employees'job burnout management mechanism; Check staff self-efficacy in abuse of shame mediation mechanism between abusive supervision and employees'job burnout; Check the control mechanisms inspection of demographic variables on abusive supervision, and through data analysis and literature research, put forward enterprise dealing with insulting abuses related countermeasures of management and employees'job burnout.
This paper is on the basis of the predecessors'theory reference of scale formation measurement questionnaire, carry out field investigation in Jinan, Qingdao, Zibo, Binzhou, Xianyang, Tianjin, Hangzhou, Shenzhen and other state-owned enterprises, collective enterprises, private enterprises and foreign-funded enterprises, has obtained336valid samples, accounted for97.39%of the number of recycling questionnaire. Through the SPSS19.0and AMOS7.0data analysis software analyzes the formal investigation data and test, get the following conclusion:the demographic variables on the perception of different degrees of influence; abusive supervision and the three dimensions of job burnout between low sense of accomplishment, emotional exhaustion and dehumanization is significantly positive correlation;abusive supervision and self-efficacy of two dimensional results between expectations and performance expectations have significantly negative correlation relationship; self-efficacy of two dimension and three dimension of job burnout has significant negative correlation between relationship; in addition to the abusive supervision various control variables and the dimension of job burnout and self-efficacy have different degrees of relationship between; self-efficacy in the abusive supervision impact on employees'job burnout in the process of partial intermediary effect. Based on the research this paper presented management implications and suggestions in enterprise,leaders and employees three levels.
In this article, through research abusive supervision on employees'job burnout management mechanism, enrich the relevant theoretical research, fill the blank of the research and for leaders on how to reduce abusive supervision and employees'job burnout shame provides reference and basis, also for the staff how to deal with the leader's abuse of shame management provides guidance and help.
引文
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