中国情景下辱虐管理对员工职场偏差行为的影响研究

【作者】 高莹；

【导师】 颜爱民；

【作者基本信息】 中南大学 ， 企业管理， 2010， 硕士

【摘要】 如今,辱虐管理这一常见的组织管理现象已经引起越来越多学者的关注。但通过对相关文献的具体分析发现,辱虐管理的跨文化研究较少。因此本文首先探讨了中国文化背景下企业中辱虐管理对员工职场偏差行为的影响,其次在文献逻辑推演的基础上选取组织认同及人格特质分别作为中介变量和调节变量,试图进一步打开辱虐管理是如何影响员工职场偏差行为的“黑箱”。通过对初试162名企业员工问卷调查的数据分析,对各主要变量的测量量表进行修正形成正式问卷,正式调研中325个有效数据的统计分析结果显示：(1)辱虐管理与员工职场偏差行为的组织导向和人际导向都显著的正相关；(2)组织认同的三个维度中利益性组织认同及归属性组织认同在辱虐管理与员工职场偏差行为间起到部分中介作用,而成功性组织认同的中介作用没有得到验证；(3)神经质及责任感两种人格特质分别对人际导向的职场偏差行为及组织导向的职场偏差行为具有调节作用。本文的理论价值及创新之处：首先,有助于提高辱虐管理、员工职场偏差行为理论在中国社会文化背景下的适应性,从而扩大这些理论的适用范围；其次,在辱虐管理和员工职场偏差行为的关系之间加入了相应的中介变量和调节变量,从而更有效的揭示了辱虐管理影响员工职场偏差行为的内部机制和作用边界。更多还原

【Abstract】 Nowadays, a number of scholars pay a great attention to abusive supervision which is a common phenomenon of organization. While after a concrete analysis of the literature we found that there is little cross-cultural research about it. So firstly this article explores the impact of abusive supervision on employees’workplace deviance behavior in Chinese scenarios. Then on the basis of literature logical deduction, we select organizational identity and personality as a Mediator and a Moderator respectively, trying to open the "black box" of how abusive supervision affects employees’workplace deviance.First 162 employees were tested on the survey. By data analysing, we amend the measurement scale of main variables to get the formal questionnaire. Statistical analysis of 325 valid data shows that:(1) Abusive supervision has a significant positive correlation with both organiaztional deviance and interpersonal deviance (2) Ownership and Interests dimensions of organizational identification play a part of the intermediary role between abusive supervision and employees’workplace deviance, while the role of success dimension has not been verified; (3) neuroticism personality traits plays a regulatory role on organiaztional deviance and sense of responsibility personality has a regulatory role on interpersonal deviance.The theoretical value and innovation:First of all, It’s useful to improve the adaptation of abusive supervision and employee workplace deviance theory in the context of Chinese social and culture, then expand the range of these theories’application; Secondly, we insert a Mediator and a Moderator into the relationship between Abusive supervision and employees’workplace deviance. Besides we reveal the internal mechanisms and the relationship between abusive supervision and employees’workplace deviance.更多还原