【摘要】 针对当前组织中各类冲突频发的现实,学者们运用多种理论从心理契约破裂、管理欺凌和反生产行为等角度展开了针对性的研究,但依然难以解释组织、管理者和员工3方的负面行为之间冤冤相报的连锁现象.运用社会学习理论和两个配对样本从组织层面对此进行了系统研究,证实了组织、管理者和员工3者之间负向行为的连锁效应,并发现组织政治和管理者负向互惠信念对组织心理契约破裂的影响后果,员工内外控性格和市场流动机会对管理者欺凌行为的影响后果具有调节效应.最后从组织、团队和个人3个层面探讨了组织中冤冤相报现象的预防策略,以及研究不足和未来研究方向.更多还原

【Abstract】 A growing body of researchers studied the conflicts in organizations,such as psychological contract breach,abusive supervision and counterproductive work behaviors. But it was still difficult to explain the concatenated mistreatments among organizational agents,managers and employees. Drawing on social learning theory,we examined the mediated and moderated relationships among them. Regression analysis of data of two samples from 466 managers and their subordinates revealed that abusive supervision mediated the relationship between manager perceived psychological contract breach and their subordinates’ counterproductive work behaviors; Subordinate’s job mobility and locus of control moderated the abusive supervision-counterproductive work behaviors relationship; Manager’s negative reciprocity and perceived organization politics moderated the psychological contract breach-abusive supervision relationship. We discussed the implications of our finding for both theories and practices.更多还原