辱虐管理对员工建言行为影响的实证研究
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摘要
尽管建言行为对于组织变革与发展的意义重大,然而现实中许多员工的建言行为通常并不尽如人意,管理者领导行为的辱虐方式应是非常重要的影响因素之一。基于这种背景,本研究着重探讨辱虐管理、组织自尊、建言行为之间的关系,提出并验证组织自尊在辱虐管理和建言行为之间的中介作用;具体研究辱虐管理是否影响员工的建言行为?其影响机制如何?在辱虐管理对建言行为影响的过程中会受哪些员工个体特征因素的影响?
通过文献综述,厘清相关研究的理论脉络和前沿,明确变量的内涵和外延、维度的划分以及研究的目标和思路。针对现有研究的局限,从员工自我的角度,以“辱虐管理→组织自尊→建言行为”为思路,提出研究假设和理论模型。通过问卷调研的方式,从410名有效被试者及其管理者获取样本数据,运用CITI分析法、α系数法等检验测量量表的信度与效度,运用线性回归方程来检验组织自尊的中介效应以及个性控制点和权力距离感的调节作用。
实证结果表明:辱虐管理对下属的建言行为均存在显著的影响;辱虐管理对员工的组织自尊存在显著的影响;组织自尊在辱虐管理和建言行为之间起到了中介作用;员工的个性控制点和权力距离感在辱虐管理和组织自尊之间起到了调节作用。
基本结论:领导行为的辱虐管理方式是影响建言行为非常重要的原因之一,且辱虐管理对员工抑制性建言行为的影响会大于促进性建言行为;辱虐管理方式这种来自远端的领导行为对建言行为的影响是通过近端的员工自我感知实现的,组织自尊才是建言行为的内在驱动力;领导行为的辱虐管理方式对建言行为的影响还受到员工个性特征个性控制点和价值观权力距离感的影响。
创新点:以往对建言行为的研究主要是从正面领导行为进行的,实际上从建言行为的风险特质来看,它对于负面领导行为会更加敏感;本研究从负面领导行为中较为典型的辱虐管理切入,为建言行为的发生提供新的视角。有别于依据社会交换理论来研究建言行为的发生机制,本研究从员工自我的角度揭示建言行为的内源性动机,验证并分析在辱虐管理与建言行为关系中组织自尊的中介作用。还考虑到员工的个性特征和价值观可能产生的影响,验证并分析在辱虐管理与建言行为关系中个性控制点和价值观权力距
The voice behavior is important to the significance of organizational change and development, but in reality many employees are often reluctant to make suggestions without any concerns. Abusive way of managers’supervisions is one of the most important factors. Based on this background, this paper mainly explores the relationship among abusive supervision, organization-based self-esteem, and employee voice behavior, proposes and verifies mediating effect of organization-based self-esteem between abusive supervision and employee voice behavior. The paper mainly answers the three questions: Does abusive supervision affect employee voice behavior? What is the affecting mechanism? Which employee individual traits factors will affect the process of abusive supervision influencing on employee voice behavior?
Literature review clarifies the skeleton of theoretical development, clears connotation and extension of variables, division of dimensions, and existing related research. For the limitations of existing research, from the employee self perspective, along the logic mind "abusive supervision→organization-based self-esteem→voice behavior," the paper proposes research hypotheses and theoretical model. Getting data by the questionnaire survey from 410 effective subjects and their managers, the paper uses CITI analysis andαcoefficient method to test reliability and validity of measurement scale, equation of the linear regression to test mediating effect of organizational-based self-esteem and moderating effect of locus of control and power distance.
The empirical result shows that: abusive supervision has obvious effect on subordinates’voice behavior; abusive supervision has obvious effect on employee organization-based self-esteem; organization-based self-esteem has mediating effect between abusive supervision and employee voice behavior; employee’s locus of control and power distance have moderating effect between abusive supervision and organization-based self-esteem.
The basic conclusions are: abusive supervision from superiors is one of the most important causes of influencing employee’s voice behavior, and the influence of abusive supervision on employee inhibitive voice behavior is more than promotive voice behavior; the influence of abusive supervision from superiors which is remote leadership behavior on employee voice behavior is realized by proximal employee self-perception, so organization-based self-esteem is the inner impetus; the destructive degree of abusive supervision from superiors to employees is influenced by employee locus of control and power distance of value.
The innovation points are: the previous study of voice behavior was conducted from the positive leadership. In reality, voice behavior will be more sensitive to negative leadership from the view of risk characteristics of voice behavior. Through typical abusive supervision in negative leadership behavior, the paper provides a new perspective for voice behavior. Unlike other studies on mechanisms of voice behavior from social exchange theory, this article reveals endogenous motive of employee voice behavior at the level of employee self-concept analyzes and verifies mediating effect of organization-based self-esteem between abusive supervision and employee voice behavior. Considering the influence of personality characteristics and value, this paper verifies and analyzes moderating effect of employee's locus of control and power distance between abusive supervision and organization-based self-esteem.
通过文献综述,厘清相关研究的理论脉络和前沿,明确变量的内涵和外延、维度的划分以及研究的目标和思路。针对现有研究的局限,从员工自我的角度,以“辱虐管理→组织自尊→建言行为”为思路,提出研究假设和理论模型。通过问卷调研的方式,从410名有效被试者及其管理者获取样本数据,运用CITI分析法、α系数法等检验测量量表的信度与效度,运用线性回归方程来检验组织自尊的中介效应以及个性控制点和权力距离感的调节作用。
实证结果表明:辱虐管理对下属的建言行为均存在显著的影响;辱虐管理对员工的组织自尊存在显著的影响;组织自尊在辱虐管理和建言行为之间起到了中介作用;员工的个性控制点和权力距离感在辱虐管理和组织自尊之间起到了调节作用。
基本结论:领导行为的辱虐管理方式是影响建言行为非常重要的原因之一,且辱虐管理对员工抑制性建言行为的影响会大于促进性建言行为;辱虐管理方式这种来自远端的领导行为对建言行为的影响是通过近端的员工自我感知实现的,组织自尊才是建言行为的内在驱动力;领导行为的辱虐管理方式对建言行为的影响还受到员工个性特征个性控制点和价值观权力距离感的影响。
创新点:以往对建言行为的研究主要是从正面领导行为进行的,实际上从建言行为的风险特质来看,它对于负面领导行为会更加敏感;本研究从负面领导行为中较为典型的辱虐管理切入,为建言行为的发生提供新的视角。有别于依据社会交换理论来研究建言行为的发生机制,本研究从员工自我的角度揭示建言行为的内源性动机,验证并分析在辱虐管理与建言行为关系中组织自尊的中介作用。还考虑到员工的个性特征和价值观可能产生的影响,验证并分析在辱虐管理与建言行为关系中个性控制点和价值观权力距
The voice behavior is important to the significance of organizational change and development, but in reality many employees are often reluctant to make suggestions without any concerns. Abusive way of managers’supervisions is one of the most important factors. Based on this background, this paper mainly explores the relationship among abusive supervision, organization-based self-esteem, and employee voice behavior, proposes and verifies mediating effect of organization-based self-esteem between abusive supervision and employee voice behavior. The paper mainly answers the three questions: Does abusive supervision affect employee voice behavior? What is the affecting mechanism? Which employee individual traits factors will affect the process of abusive supervision influencing on employee voice behavior?
Literature review clarifies the skeleton of theoretical development, clears connotation and extension of variables, division of dimensions, and existing related research. For the limitations of existing research, from the employee self perspective, along the logic mind "abusive supervision→organization-based self-esteem→voice behavior," the paper proposes research hypotheses and theoretical model. Getting data by the questionnaire survey from 410 effective subjects and their managers, the paper uses CITI analysis andαcoefficient method to test reliability and validity of measurement scale, equation of the linear regression to test mediating effect of organizational-based self-esteem and moderating effect of locus of control and power distance.
The empirical result shows that: abusive supervision has obvious effect on subordinates’voice behavior; abusive supervision has obvious effect on employee organization-based self-esteem; organization-based self-esteem has mediating effect between abusive supervision and employee voice behavior; employee’s locus of control and power distance have moderating effect between abusive supervision and organization-based self-esteem.
The basic conclusions are: abusive supervision from superiors is one of the most important causes of influencing employee’s voice behavior, and the influence of abusive supervision on employee inhibitive voice behavior is more than promotive voice behavior; the influence of abusive supervision from superiors which is remote leadership behavior on employee voice behavior is realized by proximal employee self-perception, so organization-based self-esteem is the inner impetus; the destructive degree of abusive supervision from superiors to employees is influenced by employee locus of control and power distance of value.
The innovation points are: the previous study of voice behavior was conducted from the positive leadership. In reality, voice behavior will be more sensitive to negative leadership from the view of risk characteristics of voice behavior. Through typical abusive supervision in negative leadership behavior, the paper provides a new perspective for voice behavior. Unlike other studies on mechanisms of voice behavior from social exchange theory, this article reveals endogenous motive of employee voice behavior at the level of employee self-concept analyzes and verifies mediating effect of organization-based self-esteem between abusive supervision and employee voice behavior. Considering the influence of personality characteristics and value, this paper verifies and analyzes moderating effect of employee's locus of control and power distance between abusive supervision and organization-based self-esteem.
引文
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