共查询到19条相似文献,搜索用时 812 毫秒
1.
2.
对浙江地区551名企业管理者问卷调查,探讨组织中管理者大五人格的责任感、神经质维度与心理契约违背感知的关系,以及组织人力资源实践水平对此两者关系的调节作用.研究发现:(1)责任感水平与管理者对心理契约违背的感知呈负相关;神经质水平与管理者对心理契约违背的感知呈正相关.(2)组织人力资源实践水平在管理者人格特质与心理契约违背感知关系起显著调节作用. 相似文献
3.
新近研究发现辱虐管理对下属互动公平感的负向影响受下属权力距离调节:对低权力距离下属来说这种影响相对较强,反之较弱。基于社会交换理论,本文对现有研究做了两方面拓展。首先,引入下属针对领导的总体公平感,考察权力距离在辱虐管理与总体公平感之间的调节作用,扩展那些仅关注互动公平感的研究。其次,引入领导-部属交换,解释权力距离具体是如何在辱虐管理与下属总体公平感之间发挥调节作用的。以296名企业员工为被试,研究发现:(1)下属权力距离在辱虐管理与下属总体公平感之间有调节作用;(2)这种调节作用是通过领导-部属交换的中介作用实现的,即对不同权力距离的下属来说,辱虐管理对领导-部属交换有不同作用,进而对下属总体公平感产生不同影响。 相似文献
4.
近年来, 辱虐管理与员工创造力的关系受到越来越多研究者的关注。在以往研究的基础上, 本研究构建了一个有调节的中介作用模型, 以探讨中国文化情境下辱虐管理影响员工创造力的中介心理机制及边界条件。采用多阶段-多来源的策略, 以93名主管和369名员工为对象, 通过多水平结构方程建模技术对三阶段主管-员工配对调查所获取的数据进行分析, 结果表明:主管的辱虐管理行为会通过心理契约破坏的中介作用, 对员工创造力产生间接的消极影响; 但该负向的间接关系的强度对高中庸思维者而言较弱。本研究有助于揭示辱虐管理影响员工创造力的心理机制及边界条件, 研究结果对企业员工创造力及创新行为的管理实践也有一定启示。 相似文献
5.
6.
7.
基于内隐追随理论,探索了领导者的积极追随原型(PFP)与追随者的积极追随特质(PFT)之间的匹配程度如何影响辱虐管理。对194份上下级配对数据进行多项式回归和响应面分析,结果显示:(1)相较于非匹配情形,领导者在"PFP—PFT匹配"情形下更少辱虐追随者;(2)与"PFP低—PFT低"相比,"PFP高—PFT高"情形下辱虐管理程度更低;(3)在非匹配情况下,与"PFP高—PFT低"相比,领导者在"PFP低—PFT高"时对追随者有更少的辱虐管理。以上结论能够为组织预防或减少辱虐管理提供理论指导。 相似文献
8.
9.
针对辱虐管理给建言构成的负面作用,目前少有研究从员工管理认知的应对角度去考虑如何消减这一影响。本研究基于认知失调理论,在洞察互动公平与辱虐管理二者关系的基础上,提出深层调节这类基于认知调整的情绪劳动策略会帮助削弱辱虐管理对员工互动公平的不利作用。由于互动公平将直接影响员工向领导建言的动机,进而预测,深层调节与辱虐管理的交互会通过互动公平的中介影响员工建言(防御性和亲社会性建言)。通过对103个国企团队中530名员工分三阶段的调研,研究假设均得以验证。本文从员工基于调节认知以管理情绪的策略启发,揭示了深层调节这一对策的有效性,拓展了辱虐管理的应对视角,丰富了辱虐管理与建言领域的研究。 相似文献
10.
11.
12.
Prior research linking employee performance to abusive supervision suggests that supervisors have instrumental and non-instrumental reasons for engaging in abuse while dealing with low performers in the workplace. Drawing on social comparison theory, we argue that high-performing subordinates can make supervisors envious, which in turn leads to abusive supervisory behavior. Furthermore, we hypothesize supervisor social comparison orientation as a key boundary condition for the indirect positive effect of subordinate performance on abusive supervision through supervisor envy; that is, supervisors are more likely to abuse high performers when the supervisors’ social comparison orientation is high. A multi-source, multi-wave field study was conducted with data collected from supervisor-subordinate dyads (N = 95 supervisors and 385 subordinates). The data supported a positive indirect effect of employee performance on abusive supervision through supervisor envy. Moreover, the indirect effect was statistically significant for supervisors with high social comparison orientation but it was not significant for supervisors with low social comparison orientation. Implications of these findings for reducing abusive supervision are discussed. 相似文献
13.
James P. Burton Jenny M. Hoobler Melinda L. Scheuer 《Journal of business and psychology》2012,27(3):271-279
Purpose
We examine how supervisor stress is associated with employee-rated abusive supervision. In addition, we test the premise that higher levels of physical exercise by supervisors can buffer the negative effects of stress on their relationship with their subordinates.Design/Methodology/Approach
A matched sample of 98 employed individuals and their direct supervisors was used to test our hypotheses.Findings
Results suggest that increased levels of supervisor-reported stress are related to the increased experience of employee-rated abusive supervision. We also find that the relationship between supervisor stress and abusive behavior can be diminished when supervisors engage in moderate levels of physical exercise.Implications
While the current economic conditions and a host of other trying workplace factors mean that supervisors are likely to experience workplace stress, we found evidence that they do not necessarily have to transfer these frustrations onto those they supervise. Our study supports a link between supervisor stress and employee perceptions of abusive supervision, but this is a link that can be loosened if supervisors engage in moderate levels of physical exercise.Originality/Value
The results of this study add to the modest number of antecedents to abusive supervision that have been discovered in existing research. In addition, this is the first study to examine how exercise can buffer the relationship between supervisor stress and employee perceptions of abusive supervision. 相似文献14.
We investigate the relationship between supervisors’ irritation and follower perceptions of abusive supervision. Based on the integrated self‐control framework, we propose a positive relationship between supervisor irritation and abusive supervision. Moreover, we propose this relationship to be buffered by supervisors’ self‐control capacities and by external monitoring of the supervisor by upper management. We tested our hypotheses in a two‐source survey study with 96 supervisor‐follower dyads. Our results show a positive relationship between supervisor irritation and abusive supervision and an interaction between supervisor irritation and supervisor self‐control. The interaction pattern revealed a positive relationship between supervisor irritation and abusive supervision if supervisor self‐control is low. We also found an interaction between supervisor irritation and external monitoring in predicting active but not passive forms of abusive supervision. Our findings underline the role of self‐control processes in explaining abusive supervision. 相似文献
15.
In this study, we explore personality and situational conditions in which negative leadership - specifically, abusive supervision - is associated with aggressive behavior in subordinates. That is, we examine the role that interactional justice and narcissism play in an employee's decision to respond aggressively to an abusive supervisor. We demonstrate that interactional justice mediates the relationship between perceptions of abusive supervision and subsequent employee aggression. In addition, we demonstrate that narcissism interacts with interactional justice perceptions to predict workplace aggression. We find that individuals with high levels of narcissism are the employees who are most likely to respond aggressively when they interpret their leader's behavior as abusive. 相似文献
16.
Personality moderators of the relationship between abusive supervision and subordinates' resistance 总被引:2,自引:0,他引:2
Results of a study using data collected at 2 points in time, separated by 6 months, suggested that subordinates resisted their supervisors' downward influence tactics with greater frequency when their supervisors were more abusive and that subordinates' personality moderated the effects of abusive supervision. The relationship between abusive supervision and subordinates' dysfunctional resistance was stronger among subordinates who were lower in conscientiousness than among subordinates who were higher in conscientiousness, but this effect emerged only for subordinates who were also lower in agreeableness. The relationship between abusive supervision and subordinates' constructive resistance was stronger among subordinates who were higher in conscientiousness than among subordinates who were lower in conscientiousness. The study's implications for theory and research are discussed. 相似文献
17.
This study focuses on factors that contribute to abusive supervision, one form of nonphysical aggression, and the results of such abuse on subordinates and their family members. Using a "kick the dog" metaphor (As Marcus-Newhall, Pedersen, Carlson, and Miller (2000) state, this is a "commonly used anecdote to illustrate displaced aggression. . .a man is berated by his boss but does not retaliate because he fears losing his job. Hours later, when he arrives home to the greeting barks of his dog he responds by kicking it," p. 670), the authors investigated whether abusive supervision may be the result of a supervisor's displeasure with his or her organization. Using a sample of 210 supervisors, their subordinates, and the subordinates' family members or partners, the authors hypothesized that supervisors' reports of psychological contract violations, moderated by hostile attribution bias, would be associated with subordinates' perceptions of abusive supervision. In turn, the authors hypothesized that abused subordinates' family members would report sustained negative affect and negative evaluations directed toward them in the home. The hypotheses were supported. 相似文献
18.
Leadership theory has long sought to find traits associated with effective leadership. This study uses the five-factor model of personality to investigate the relationship between the personality of supervisors and aggregated attitudes of subordinates. Results from 131 supervisors and 467 subordinates support the notion that supervisor personality is related to subordinate attitudes. Overall, high levels of supervisor Agreeableness, Emotional Stability and Extraversion, plus low levels of Conscientiousness are related to subordinate ratings of satisfaction with supervisor, overall satisfaction, affective commitment and turnover intentions. However, the relationships are somewhat weak and differ across specific criteria. Implications for these findings are discussed. 相似文献
19.
辱虐管理, 作为负性领导的典型代表, 对员工的心理、行为和绩效乃至组织的发展均会产生显著负性影响。因此, 如何有效应对和预防辱虐管理是学者和管理实践者共同关注的课题。基于自我调节理论, 以正念为切入点, 系统考察正念在员工应对辱虐管理负性影响以及预防上司辱虐管理行为发生中的作用。一方面, 采用情境实验、大样本问卷调查和干预实验检验员工正念和正念训练对上司辱虐管理影响员工负性情绪、偏差行为和绩效的调节作用; 另一方面, 采用日志研究考察上司正念对辱虐管理行为的抑制作用, 并进一步通过干预实验来验证上司正念训练不仅可以预防辱虐管理行为的发生, 而且还可以随之改善员工的负性情绪、偏差行为和绩效。预期研究成果将有助于深入理解正念在辱虐管理研究中的作用, 推进辱虐管理应对和预防研究的发展, 同时对组织制定相关的培训计划起到一定参考作用。 相似文献