| 3,106 | 148 | 366 |
| 下载次数 | 被引频次 | 阅读次数 |
文章通过问卷调查和上下级之间的配对样本,探讨上级的辱虐管理对下级员工建言行为的影响及机制,尤其是研究组织自尊在其中的中介作用及员工个性控制点的调节作用。实证结果表明:辱虐管理对员工抑制性建言行为和促进性建言行为均有显著的负向影响,组织自尊在两者之间起到了完全中介的作用;员工个性控制点对辱虐管理和员工组织自尊之间的关系具有显著的调节作用,也就是说员工个性控制点水平越高(越内控),辱虐管理对组织自尊的负面影响就越小;当员工的个性控制点水平越低(越外控),辱虐管理对组织自尊的负面影响就越大。
Abstract：With the analysis of dyad samples of the leaders of local firms and their employees,we have explored the mechanism of the impact of abusive supervision on subordinates' voice behavior,and particularly the intermediary function of organization-based self-esteem and the moderating effect of locus of control.The result of the analysis shows that abusive supervision has a significant negative influence on both prohibitive and positive voice behavior,and that organization-based self-esteem mediates the two factors mentioned above;subordinates' locus of control plays a significant role in adjusting the relationship between abusive supervision and organization-based self-esteem,i.e.,for employees with lower locus of control,abusive supervision exerts a stronger negative effect on organization-based self-esteem.
[1]梁建,唐京.员工合理化建议的多层次分析:来自本土连锁超市的证据[J].南开管理评论,2009,12(3):125-134.
[2]JANSSEN O,COZIJINSEN A J.Voicing by Adapting and Innovating Employees:An Empirical Study on How Personality andEnvironment Interact to Affect Voice Behavior[J].Human Relations,19985,1(7):945-967.
[3]FRESE M,TENG E,WIJNEN J D.Helping to Improve Suggestion Systems:Predictors of Making Suggestions in Companies[J].Journal of Organizational Behavior,1999,20(6):1139-1155.
[4]LEPINE J A,VANDYNE L.Voice and Cooperative Behavior as Contrasting Forms of Contextual Performance:Evidence ofDifferential Relationships with Big Five Personality Characteristics and Cognitive Ability[J].Journal of Applied Psychology,20018,6(4):326-336.
[5]DETERT J,BURRIS E.Leadership Behavior and Employee Voice:Is the Door Really Open?[J].Academy of ManagementJournal2,0075,0(4):869-884.
[6]EDMONDSON A C.Speaking up in the Operating Room:How Team Leaders Promote Learning in Interdisciplinary Action Teams[J].Journal of Management Studies2,003,40(6):1419-1453.
[7]TEPPER B J.Consequences of Abusive Supervision[J].Academy of Management Journal2,0004,3(2):178-190.
[8]MILLIKEN F J,MORRISON E W,HEWLIN P F.An Exploratory Study of Employee Silence:Issues That Employees Don'tCommunicate Upward and Why[J].Journal of Management Studies2,0034,0(6):1453-1476.
[9]PIERCE J L,GARDNER D G,CUMMINGS Le,t al.Organization Based on Self-esteem:Construct Definition,Measurement andValidation[J].Academy of Management Journal,1989,32(3):622-648.
[10]陈永霞,贾良定,李超平,等.变革型领导、心理授权与员工的组织承诺:中国情境下的实证研究[J].管理世界2,0061,7(1):96-105.
[11]CHEN Z X,ARYEE S.Delegation and Employee Work Outcomes:An Examination of the Cultural Context of MediatingProcesses in China[J].Academy of Management Journal2,0075,0(1):226-238.
[12]吴宗佑,郑伯勋.组织情绪、组织行为研究在台湾[D].台北:实业文化出版公司2,003:182-186.
[13]LORD R G,BROWN D J,FREIBERG S J.Understanding the Dynamics of Leadership:the Role of Follower Self-concepts in theLeader/Follower Relationship[J].Organizational Behavior and Human Decision Processes1,9997,8(3):167-203.
[14]SHAMIR B,HOUSE R,ARTHUR M.The Motivational Effects of Charismatic Leadership:A Self-concept-based Theory[J].Organization Science1,9935,9(4):577-594.
[15]赖志超,林纯安,黄国隆.组织认定的竞争优势,华人组织行为议题、做法及出版[D].台北:华泰文化事业股份有限公司2,006:157-168.
[16]THIBAUT J W,KELLEY H H.The Social Psychology of Group[M].New York:Weily,1959:287-294.
[17]EREZ M,EARLEY P C.Culture,Self-identity and Work[M].New York:Oxford University Press,1993:333-341.
[18]ROTTER J B.Internal Versus External Control of Reinforcement:A Case History of a Variable[J].American Psychologist,1990,45(9):489-493.
[19]ZELLARS K L,TEPPER B J,DUFFY M K.Abusive Supervision and Subordinates'Organizational Citizenship Behavior[J].Journal of Applied Psychology,2002,87(6):1068-1076.
[20]吴隆增,刘军,刘刚.辱虐管理与员工表现:传统性与信任的作用[J].心理学报,2009,41(6):510-518.
基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2011.12.002
中图分类号:F272.92;F224
引用信息:
[1]严丹,黄培伦.辱虐管理对员工建言行为影响:组织自尊和个性控制点的作用[J].商业经济与管理,2011,No.242(12):28-37.DOI:10.14134/j.cnki.cn33-1336/f.2011.12.002.
基金信息:
国家社会科学基金项目“转型期中国企业并购后控制研究”(11CGL050);; 广东省哲学社会科学“十一五”规划项目“中国企业的并购后控制与并购绩效关系的实证研究”(GD10YGL06)
2011-12-15
2011-12-15