辱虐型领导对员工创造力的影响研究

【作者】 张萍；

【导师】 郭桂梅；

【作者基本信息】 陕西师范大学 ， 企业管理， 2018， 硕士

【摘要】 员工创造力是员工在组织活动过程中新的想法、新颖的工作方法、新产品或服务等产生的过程,输出的新事物就是成果。在这个全民创新的背景下,创造力被注重程度和倡导力度也是史无前例,“创造力”和“创新”时常被一起提及,对此很多研究者也表达了自己的见解,总的来说学者们认为离开创造力就难谈创新,有关创造力的研究十分必要。员工创造力并不是一触而就的,它受到众多因素的影响,领导风格便是其一,在正常的组织活动过程中,直接上级领导与个体有很多直接的实质性接触,上级领导的风格会影响下属的创造力,尤其是在组织生产过程中,领导更多的被人看作引领者,所以领导的一举一动牵动着员工的心理和行为。相关资料显示领导风格可以预测下属创造力,这之中的机理是领导风格通过影响员工的内在动机等心理层面的变量进而影响创造力。由于辱虐管理的现实存在性,本文选取辱虐管理为切入点,探讨了辱虐管理与员工创造力的内在关系。在关于领导风格与员工的创造力关系探讨中,学者们大力呼吁和倡导不能照搬西方理论,仅仅采用数据进行验证,更多的应该结合中国的实际情况,在西方理论本土化的过程中,文化成为了我们不可忽视的一个重要因素。本文基于中国文化背景,结合了“面子取向”这一传统文化,构建了“辱虐型领导——面子取向(争取性面子取向、保护性面子取向)——员工创造力”的理论模型。基于240份调研样本数据,应用EXCEL、SPSS和AMOS数据分析软件,通过相关分析、回归分析方法验证了辱虐型领导与员工创造力、面子取向与员工创造力之间的内在联系、争取性面子取向和保护性面子取向在辱虐型领导和员工创造力的部分中介作用。最大的创新在于将面子取向这一心理学变量融入到领导风格和创造力的研究,根据中国人的心理来挖掘中国情境下的辱虐管理和员工创造力关系的内在机理。结果如下:(1)辱虐型领导与争取性面子取向、辱虐型领导与保护性面子取向、辱虐型领导与员工创造力、争取性面子取向和员工创造力、保护性面子取向和员工创造力都相关。(2)辱虐型领导负向预测保护性面子取向、争取性面子取向以及员工创造力。(3)保护性面子取向和争取性面子取向都显著正向预测员工创造力。(4)辱虐型领导不仅能够直接影响员工创造力,还可以通过护面子取向和争面子取向的部分中介作用对员工创造力产生负向影响。辱虐型领导影响员工创造力的两条路径的强弱又稍有区别:争面子取向的中介作用比护面子取向的中介作用稍强。更多还原

【Abstract】 Employee creativity is a process of new ideas,new working methods,new products or services produced by employees during the organizing activities,and the output is new product.In this era of mass innovation,creativity has been paid more attention than ever,and creativity often comes together with innovation in Chinese,and many researcher have also explained it,In a word,it is difficult to talk about innovation without creativity,and It is necessary to study creativity.The creativity is not a easy to do,which is influenced by many factors,and leadership is the one.In normal organizational activities,the leader have a lot of direct contact with employee,and the leadership will directly affect the creativity of the employee.In the process of organization production,the leader is often regarded as the guide,so the behavior of the leader affects the psychology and behavior of the employee.Previous studies have confirmed that leadership could predict employee creativity,and the intrinsic mechanism is that the leadership will affect employee creativity through the psychological variables of the employees’ internal motivation.Due to the reality of abusive management,this article selects abusive management as a breakthrough point and discusses the internal relationship between abuse management and employee creativity.In the study on employee creativity and leadership,scholars have called on that we cannot copy the western theory in the introduction of western theory and only validation data,and we should combine with the actual situation of Chinese.In the process of western theory of localization,culture has become an important factor that cannot be ignored.Based on the background of Chinese culture and the traditional culture of "face oriented",this paper constructs a theoretical model of "abusive leadership—face orientation(protective face orientation PFO,acquisitive face orientation AFO)--employee creativity".Based on 240 sample,this paper using EXCEL,SPSS and AMOS data,through correlation analysis,regression analysis,model analysis method to verify the relation between the abusive leadership and employee creativity,face orientation and employee creativity,the partial mediating role of AFO and PFO in abusive leadership and employee creativity.The biggest innovation is that integrates the psychological variables of face orientation into the organizational behavior study,and according to the Chinese psychology,we discuss the internal mechanism of the relationship between abuse management and creativity of employees in Chinese situation,and the conclusions are as follows:(1)there was a significant correlation between abusive leadership and PFO,abusive leadership and AFO,abusive leadership and employee creativity,AFO and employee creativity,PFO and employee creativity.(2)Abusive leadership negatively affects PFO.AFO and employees creativity.(3)PFO and AFO are both significantly positively predict employee creativity.(4)Abusive leadership not only directly affects employee creativity,but also negatively influences employee creativity through PFO and AFO.Abusive leadership influence employee creativity by two path and strength is slightly different:the mediating role of AFO is stronger than PFO.更多还原