共查询到18条相似文献,搜索用时 140 毫秒
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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
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现有研究主要探究领导风格对员工行为影响的直线效应,而对两者之间的曲线关系研究不足。基于激活理论,实证检验了辱虐管理与员工建言行为的曲线关系。研究结果表明辱虐管理对员工建言行为具有倒U型的影响,即上级主管辱虐不足或过度都不利于员工建言行为,只有适度的辱虐才能最有效地激发员工建言,性别调节了上述关系。这一研究发现表明适度的辱虐管理能够给组织带来积极效果,深化了人们对辱虐管理与员工建言关系的认识。 相似文献
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《心理科学进展》2017,(1)
近年来,辱虐管理引起了组织行为研究者的重点关注。已有的研究主要在个体层次上分析辱虐管理对于下属的作用机制及消极影响,但组织层次上的研究还鲜有学者涉及。从领导、受害者和旁观者等多个视角,基于道德排除理论,分析梳理了辱虐管理对于组织公平的作用,整合构建了多层次辱虐管理对下属影响的组织公平作用机制模型,并分别从组织层次、个体层次以及组织层次对个体层次交互作用的角度,深入探讨了辱虐管理对下属产生的负面作用。建议未来的研究考虑辱虐管理中的文化因素,进一步在其他组织公平的维度上研究辱虐管理的作用机制,改进并完善现有的研究方法,探索辱虐管理的积极应对策略,并从工具性的视角关注领导实施辱虐管理的动因。 相似文献
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随着辱虐管理产生破坏性影响的作用机制不断得到丰富和完善, 受辱虐下属选择特定应对方式的原因以及有效性成为未来辱虐管理的研究方向。基于人际拒绝的多动力模型, 梳理了在不同质量LMX的关系情境中受辱虐下属的应对方式, 并提出特定应对方式可能引起辱虐管理的恶性循环的假设模型。建议未来研究通过丰富下属的应对行为变量、增加人格和环境的调节机制以完善受辱虐下属的应对模型, 并以此为基础探究辱虐管理的消极互动机制, 为打破辱虐管理恶性循环提供理论支持。 相似文献
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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
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通过实验探究危机情境下组织回应策略对员工的负性情绪和行为倾向的影响。实验一采用被试间设计。探讨公众舆论危机情境下组织回应策略(机会解释,威胁解释)对员工情绪和行为倾向的影响。实验二采用2×2的被试间实验设计,探讨管理惩戒危机情境下利益相关性(主相关,他相关)和组织回应策略类型对员工情绪和行为倾向的影响。结果发现,威胁解释下被试的负性情绪更高;机会解释下的被试发生负性网络行为可能性高于威胁解释,但现实行为倾向水平均较低;员工利益主相关情境下,被试负性行为倾向更高,危机情境类型和组织回应策略类型交互作用显著。研究表明:机会解释对抑制员工的负性情绪更有效;威胁解释对抑制员工的负性网络行为倾向更有效;员工利益主相关的危机情境会使员工的负性情绪和负性行为水平更高。 相似文献
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MARY BARDES MAWRITZ DAVID M. MAYER JENNY M. HOOBLER SANDY J. WAYNE SOPHIA V. MARINOVA 《Personnel Psychology》2012,65(2):325-357
Much of the abusive supervision research has focused on the supervisor–subordinate dyad when examining the effects of abusive supervision on employee outcomes. Using data from a large multisource field study, we extend this research by testing a trickle‐down model of abusive supervision across 3 hierarchical levels (i.e., managers, supervisors, and employees). Drawing on social learning theory and social information processing theory, we find general support for the study hypotheses. Specifically, we find that abusive manager behavior is positively related to abusive supervisor behavior, which in turn is positively related to work group interpersonal deviance. In addition, hostile climate moderates the relationship between abusive supervisor behavior and work group interpersonal deviance such that the relationship is stronger when hostile climate is high. The results provide support for our trickle‐down model in that abusive manager behavior was not only related to abusive supervisor behavior but was also associated with employees’ behavior 2 hierarchical levels below the manager. 相似文献
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Matthew Valle K Michele Kacmar Suzanne Zivnuska Troy Harting 《The Journal of social psychology》2019,159(3):299-312
This paper draws from social exchange theory and social cognitive theory to explore moral disengagement as a potential mediator of the relationship between abusive supervision and organizational deviance. We also explore the moderating effect of leader-member exchange (LMX) on this mediated relationship. Results indicate that employees with abusive supervisors engaged in moral disengagement strategies and subsequently in organizational deviance behaviors. Additionally, this relationship was stronger for those higher in LMX. Important implications for management research and practice are discussed. 相似文献
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不当督导与绩效行为的关系是组织行为学领域一个新的研究热点问题。本研究拟以情绪事件理论、替代侵犯理论、归因理论为指导, 采用问卷调查、投射测验、情景模拟等多种研究方法, 分析愤怒、羞愧、职场中的他人行为及自我归因在不当督导和绩效行为之间的作用, 揭示其非线性的作用机制, 丰富组织行为学的研究内容。本研究借鉴情绪调节理论及方法, 寻求有效的不当督导干预策略, 以期指导员工走出不当督导-消极情绪-不良绩效行为恶性循环的泥沼, 同时也检验本研究关于不当督导和绩效行为理论模型的科学性。 相似文献
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Vesa Peltokorpi 《The Journal of psychology》2017,151(7):669-684
While abusive supervision is shown to have negative stress-related effects on targets, less is known about the factors capable of mitigating these negative effects and their career-related outcomes. In this paper, we drew on the transactional model of stress and coping (Lazarus & Folkman, 1986) and the upward mobility theory (Turner, 1960) to explore the moderating effect of subordinates' interaction avoidance between abusive supervision and job promotions. To test this moderating effect, we collected data from 604 full-time employees at three points in time over a 12-month time period in Japan. The findings suggest that interaction avoidance moderates the relationship between abusive supervision and promotions, such that this relationship will be less negative as interaction avoidance increases. 相似文献
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Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs 总被引:5,自引:0,他引:5
In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation and direct and displaced aggression as a foundation for examining employees' reactions to abusive supervision. The authors predict abusive supervision will be related to supervisor-directed deviance, organizational deviance, and interpersonal deviance. Additionally, the authors examine the moderating effects of negative reciprocity beliefs. They hypothesized that the relationship between abusive supervision and supervisor-directed deviance would be stronger when individuals hold higher negative reciprocity beliefs. The results support this hypothesis. The implications of the results for understanding destructive behaviors in the workplace are examined. 相似文献
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Drawing upon the General Aggression Model, we examined the role of subordinates’ neuroticism in strengthening the relationship between abusive supervision and workplace deviance. Results revealed that Time 1 abusive supervision was positively related to Time 2 personnel records of workplace deviance measured 18 months later. Further, subordinates’ neuroticism moderated this relationship. Specifically, there was a stronger positive relationship between abusive supervision and workplace deviance for employees with high as opposed to low levels of neuroticism. These findings highlight the need to account for the role of individual differences in influencing subordinates’ responses to supervisor hostility. Theoretical and practical implications are discussed. 相似文献
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主管阻抑作为一种相对隐蔽的负性领导行为,会潜移默化地削弱下属的绩效表现。有鉴于此,探索主管阻抑的发生机制,能够帮助我们更好地预防主管阻抑。本研究基于125份两时间点的上下级配对数据,探讨了下属越轨创新对主管阻抑的影响机理。结果表明:下属越轨创新会诱发主管阻抑,主管的地位威胁感在此过程中起部分中介作用;此外,主管权威主义取向对下属越轨创新与地位威胁感之间的正向关系具有显著的强化效应。 相似文献
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Jun Liu Ho Kwong Kwan Long‐zeng Wu Weiku Wu 《Journal of Occupational & Organizational Psychology》2010,83(4):835-856
This study examined the link between abusive supervision and subordinate supervisor‐directed deviance by focusing on the moderating role of traditionality and the mediating role of revenge cognitions directed towards supervisors. The results of analysing 283 supervisor–subordinate dyads in six private electronic companies and 222 supervisor–subordinate dyads in two state‐owned oil and gas companies in the People's Republic of China showed that abusive supervision was positively related to revenge cognitions directed towards supervisors and to supervisor‐directed deviance. In addition, traditionality moderated the above relationships such that they were stronger among low traditionalists than among high ones, while revenge cognitions mediated the main effect of abusive supervision and the interactive effect of abusive supervision and traditionality on supervisor‐directed deviance. 相似文献