【作者】 张璐；

【导师】 丁桂凤；

【作者基本信息】 河南大学 ， 应用心理学， 2013， 硕士

【摘要】 不当督导是指下属对于主管持续地表现出语言性或非语言性敌意行为的程度的知觉，但并不包含肢体接触行为。不当督导作为一种负性领导行为，给个体和组织带来了不同程度的影响。因此，有必要开展中国文化背景下不当督导的研究，探讨不当督导对相关后果变量的影响，以期获得一些有价值的结论，为未来的研究提供一些启示，为企业的管理实践提供一些建议。本研究通过文献分析法、访谈法、问卷调查法等研究方法，基于中国文化背景，编制了我国文化背景下的不当督导量表，并探讨了我国不当督导内容结构及其相关问题。研究共发放问卷800份，回收有效问卷为425份，运用探索性因素分析和验证性因素分析等统计技术，得到以下几个结论：一、基于中国文化背景下编制的不当督导量表包括三个维度，即忽视诋毁、蓄意阻挠和苛责下属，三因素模型拟合效果比较理想，不当督导量表的信效度均符合心理测量学的要求，α系数为0.867。二、不当督导的人口学差异。研究结果发现，不同性别的员工在不当督导各维度上不存在显著差异；不同年龄、学历、工作年限、单位性质、企业规模的员工在不当督导各个维度上存在显著性差异。三、不当督导对组织偏差行为具有显著的正向预测作用(β=0.394, p<0.001)；不当督导对主管偏差行为具有显著的正向预测作用(β=0.403, p<0.001)；不当督导对人际偏差行为具有显著的正向预测作用(β=0.343, p<0.001)。四、权力距离对不当督导与组织偏差行为之间的关系起显著调节作用（β=-0.095，p<0.05）；权力距离对不当督导与主管偏差行为之间的关系起显著调节作用（β=-0.091，p<0.05）；权力距离对不当督导与人际偏差行为之间的关系起不存在显著调节作用（β=-0.036，p＞0.05）。更多还原

【Abstract】 Abusive supervision refers to subordinates’ perceptions of be extent to which supervisors engage inthe sustained display of hostile verbal and nonverbal behaviors, excluding physical contact. Abusivesupervision impact individuals and organizations from varying degrees as a negative leadershipbehavior.Therefore, it is necessary to carry out the study of the abusive supervision in Chinese cultural context,to discuss the influence of abusive supervision to the relevant consequences variables. I expect that thisresearch could get some valuable conclusions, provide some enlightenment for the future research and providesome advice for enterprise’s management.This dissertation works out the abusive supervision scale based on the Chinese cultural backgroundby the methods of literature review, interview and questionnaire survey and discusses the Content Structure ofAbusive Supervision and and its related problems. The sum of questionnaires are800, recycling effectivequestionnaire425copies. This research used exploratory factor analysis and confirmatory factor analysis. Theconclussions are as the following:Firstly, abusive supervision scale which based on Chinese cultural background consisted of threefactors--ignore slander, obstructionism and excoriation on subordinates, three factors model fitting effect isideal. The reliability and validity of abusive supervision Scales conform to the requirements of thepsychological surveying(α=0.867).Secondly, demographic differences of abusive supervision. The results showed that different genderemployees have no significant difference in abusive supervision on all dimensions. There are significantdifference between different age, education, working years, unit properties and the scale of the enterpriseemployees in each dimension abusive supervision.Thirdly, abusive supervision has a significant positively prediction effect(β=0.394, p<0.001)to theorganizational deviance; abusive supervision of supervisor-directed deviance has a significant positiveprediction effect (β=0.403, p<0.001); abusive supervision to the interpersonal deviance has a significant positive predictive effect (β=0.343, p <0.001).Fourth, power distance to abusive supervision and organizational deviance relationship hassignificant moderating effects(β=-0.095, p<0.05); power distance to abusive supervision and supervisor-directed deviance relationship has significant moderating effects(β=-0.091, p<0.05); power distance to abusivesupervision and interpersonal deviance relationship has no significant moderating effects(β=-0.036, p＞0.05).更多还原