辱虐式领导与团队绩效关系的实证研究
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摘要
辱虐式领导兴起于西方,逐渐成为领导学研究中前沿研究领域。但是关于辱虐式领导对于组织层面以及群体层面的作用机制缺乏研究。本研究从群体层面来探讨辱虐式领导对企业的团队绩效的作用机制,并引入企业环境的不确定性作为它们之间的调节变量,团队效能感作为它们的中介变量。本研究通过对长沙、广州、深圳、东莞这四个城市的一些企业进行调查,收集了181份有效问卷,使用SPSS 17.0、AMOS 7.0统计软件,通过基本描述性统计、信度分析、相关分析、回归分析、探索性因素分析、验证性因素分析、结构方程模型等分析方法对研究假设进行检验,主要结论有：
(1)西方学者在其情境下设计的辱虐式领导测量量表在中国企业情境下同样适用。
(2)辱虐式领导与团队绩效显著负相关,辱虐式领导能够预测团队绩效水平。因此辱虐式领导将降低团队绩效水平。
(3)团队效能感在辱虐式领导与团队绩效之间存在着中介作用,而且是完全中介作用。
(4)企业环境的不确定性在辱虐式领导与团队绩效之间存在调节作用。
(5)企业员工遭遇辱虐式领导在性别方面具有显著性差异；企业员工遭遇辱虐式领导在婚姻、学历方面具有显著性差异,在年龄、职位等级、工作年限、企业性质方面不存在显著性差异。
Abusive Leadership rise in the West has become the leading research frontiers. The paper mainly study on the internal mechanism between Abusive Leadership and team performance.The research get the main findings as follows by processing 181 valid questionnaires from Changsha, Shenzhen, Beijing, Guangzhou these four cities through SPSS 17.0, with the basic descriptive statistics, reliability analysis, exploratory analysis, confirmatory analysis, correlation analysis, regression analysis and so on:
(1) the scale designed by Western cultural background can be used in Chinese enterprises.(2) abusive leadership is significantly negatively related to team performance (3) team efficacy mediate between abuseive leadership and team performance.(4) the uncertainty of the enterprise environment does not regulate between abuseive leadership and team performance. (5) employees suffer abuse Leadership is significant difference in gender; employees suffer abuse Leadership has a significant difference in marital status; employees suffer abuse Leadership has a significant difference in Education; Enterprise Staff encounter abuse Leadership has a significant difference in age; employees suffer abuse Leadership has a significant difference in the job level; employees suffer abuse Leadership has a significant difference in working life; employees suffer abusive Leadership has significant differences in the enterprise nature.
(1)西方学者在其情境下设计的辱虐式领导测量量表在中国企业情境下同样适用。
(2)辱虐式领导与团队绩效显著负相关,辱虐式领导能够预测团队绩效水平。因此辱虐式领导将降低团队绩效水平。
(3)团队效能感在辱虐式领导与团队绩效之间存在着中介作用,而且是完全中介作用。
(4)企业环境的不确定性在辱虐式领导与团队绩效之间存在调节作用。
(5)企业员工遭遇辱虐式领导在性别方面具有显著性差异；企业员工遭遇辱虐式领导在婚姻、学历方面具有显著性差异,在年龄、职位等级、工作年限、企业性质方面不存在显著性差异。
Abusive Leadership rise in the West has become the leading research frontiers. The paper mainly study on the internal mechanism between Abusive Leadership and team performance.The research get the main findings as follows by processing 181 valid questionnaires from Changsha, Shenzhen, Beijing, Guangzhou these four cities through SPSS 17.0, with the basic descriptive statistics, reliability analysis, exploratory analysis, confirmatory analysis, correlation analysis, regression analysis and so on:
(1) the scale designed by Western cultural background can be used in Chinese enterprises.(2) abusive leadership is significantly negatively related to team performance (3) team efficacy mediate between abuseive leadership and team performance.(4) the uncertainty of the enterprise environment does not regulate between abuseive leadership and team performance. (5) employees suffer abuse Leadership is significant difference in gender; employees suffer abuse Leadership has a significant difference in marital status; employees suffer abuse Leadership has a significant difference in Education; Enterprise Staff encounter abuse Leadership has a significant difference in age; employees suffer abuse Leadership has a significant difference in the job level; employees suffer abuse Leadership has a significant difference in working life; employees suffer abusive Leadership has significant differences in the enterprise nature.
引文
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[2]李宁琪,李树,张树银,刘毅.毁害型领导、领导能力与下属信任关系研究[J].重庆工商大学学报(社会科学版),2010
[3]李宁琪,李树.毁害型领导与下属职业行为关系的实证研究[J].首都经济贸易大学学报,2010
[4]李宁琪,李树.毁害型领导与下属行为关系研究[J].领导科学,2010
[5]郭传华.领导不当对下属心理健康的影响研究[D]苏州大学,2009
[6]许锦雄.论组织中不当管理的影响[J].人才资源开发,2009
[7]周祝琴.领导不当与组织承诺、工作倦怠的关系研究[D].苏州大学,2009
[8]张桂平,廖建桥.组织中的攻击性管理：理论、影响机制与最新研究进展[J].科学学与科学技术管理,2009
[9]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
[10]柳士顺,凌文辁,方俐洛.毁害型领导：领导研究的新视角[J].理论探讨,2008
[11]陈伟娜.领导者的不当管理行为[J].企业管理,2009
[12]李锐,凌文辁,柳士顺.上司不当督导对下属建言行为的影响及其作用机制[J].心理学报,2009
[13]王晓东.领导不当对组织公民行为、工作—家庭冲突的影响研究[J].苏州大学,2009
[14]吴隆增,刘军,刘刚.辱虐管理与员工表现：传统性与信任的作用[J].心理学报,2009
[15]袁炳耀.企业团队角色组合与团队绩效的关系研究[D].浙江工商大学,2008
[16]郑伯,企业组织中上下属的信任关系[J].社会学研究,1999
[17]孟晓莺.团队领导风格与团队效能关系的实证研究[D].电子科技大学,2007
[18]孟太生.科研团队领导行为及其影响团队效能的研究[D].电子科技大学,2008
[19]张冉群.团队公民行为对技术研发团队任务绩效的影响[D].浙江工商大学,2008
[20]周志成.团队领导行为对团队效能影响之研究[D].苏州大学,2005
[21]焦燕华.基于Agent理论的研发团队管理研究[D].河北工业大学,2007
[22]刘浩.企业团队建设与其周边绩效关系的实证研究[D].吉林大学,2007
[23]李雪松.环境不确定性对知识管理战略实施效果的影响[D].重庆大学,2009
[24]董临萍.中国企业情境下魅力型领导风格之组织影响的实证研究[D].复旦大学,2007
[25]李大元.不确定环境下的企业持续优势[D].浙江大学,2008
[26]王高成.不确定性环境下的企业柔性研究[D].合肥工业大学,2009
[27]李锐.企业员工团体效能感的结构及相关研究[D].暨南大学,2007
[28]李锐,凌文辁.工业与组织心理学中的集体效能感[J].心理科学进展,2006
[29]李丰.组织公平及变革型领导与下属对领导信任的实证研究[D].上海交通大学,2008
[30]孙利平.企业组织德行领导的内容结构及其相关研究[D].暨南大学,2008
[31]Padilla, A, Hogan, R, and Kaiser, R B, The toxic t riangle:Dest ructive leaders, susceptible followers, and conducive environment s[J] The Leadership Quarterly,2007,18 (3): 176-194
[32]Harris, KJ, Kacmar, K M, and Zivnuska, Z, An investigation of abusive supervision as a predictor of performance and t he meaning of work as a moderator of t he relationship [J]The Leadership Quarterly,2007,18 (3):252-2631
[33]Einarsen, S, Aasland, M S, and Skogstad, A1 Dest ructive leadership behaviour:A definition and conceptual model [J] The Leadership Quarterly, 2007,18 (3):207-216
[34]Harvey, P, Stoner, J, Hochwarter, W, and Kacmar, C, Coping wit h abusive supervision:The neut ralizing effect s of ingratiation and positive affect on negative employee outcomes[J]The Leadership Quarterly,2007,18 (3):264-280
[35]Baron R M,Kenny D A.The moderator-mediator variable distinction in socialpsychological reseach:Conceptual,strategic,and statistical considerations [J] Journalof Personality and Social Psychology,1986,51:1173-1182
[36]Bateman T S,Organ D W.Job satisfaction and the good soldienthe relationship between affect and employee"citizenship"[J].Academic of Management Journal,1983,(26):587-595
[37]Bennett J.Tepper.Consequences of Abusive Supervision[J].Academy of Management Journal,2000.43 (2):178-190
[38]Bennett J.Tepper.Abusive Supervision in Work Organizations:Review, Synthesis,and Research Agenda[J].Journal of Management,2007,33:263-264
[39]Bies,R.J.&Moag,J.F.Interactional justice:Communication criteriaof fairness.In:R.J.Lewicki,B.H.Sheppard&B.M.H.(Eds.).Research on Negotiations in Organizations.Gr-eenwich,CT:JAI Press,1986
[40]Carlson,D.S.,Kacmar,K.M.,&Williams,L.J.Construction and initialvalidation of a multidimensional measure of work-family conflict[J].Journal of Vocational Behavior,2000,56:249-276
[41]Colquitt,J.A.,Conlon,D.E,Wesson,M.J.,Porter,C.O.L.H.,&Ng,K.Y. Justlce at the millennium:Ameta-analytic review of 25 yearsof organizational justice research[J].Jounral of Applied Psychology,2001,86(3):425-445
[42]Editorial.Introduction to The Leadership Quarterly special issue:Destructive leadersh-ip[J].The Leadership,2007
[43]Einarsen S,Aasland MS,Skogatad A.Destructive leadership behavior:a definition and conceptual model.Leadership Quarterly,2007,18:207-216
[44]Farh J.L,Earley P C,Lin S.C.Impetus for action:A cultural analysis of justice and organizational citizenship behavior in Chinese society[J].Administrative Science Quarterly,1997,42:421-444
[45]Farh,J.l.,&Cheng,B.S.Acultural analysis of paternalistic leadership in Chinese organizations[J]. Management and organizations in the Chinese context.London:Macmillan,2000
[46]Greenberg,J.The social side of fairness:Interpersonal and informational classes of organizational justice.In R.CroPanzano(Ed.),Justice in the workplace: Appoaching fairnes in human resource managaement:79-103.Hillsdale,NJ:Erlbaum,1993
[47]Greenhaus J.H.,Beutell,N.J.Sources of conflict between work and family roles.Academy of Management Review,1985,10:76-88
[48]Gutek,B.A.,Searle,S.,Klepa,L..Rational Versus Gender Role Explanations for Workfamily Conflict[J]. Journal of Applied Psychology,1991,(76):560-568
[49]Hochschild,A.R.The managed heart.Berkely,CA:University of Califirnia Press,1983
[50]Tepper,B.J.,Lockhart,D.,&Hoobler,J.Justice,citizenship,and role definition effects[J].Journal of Applied Psychology,2001,86:789-796
[51]Hoobler,J.,&Brass,D.Abusive supervision and family undermining as displaced aggression[J]. Journal of Applied Psychology,2006,91:1125-1133
[52]Hui Chun,Kenneth S L,Chen Zhen-Xiong.A structural equation model of the effect of negative affectivity,leader-member exchange,and perceived job mobility on in-role and extra-role perforamance:A Chinese case [J].Organizational Behavior and Human Decision Processes,1999,77(1):3-21
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