摘要
本文将社会交换理论和社会认同理论相结合,探讨中国情景下辱虐管理对员工职场偏差行为的影响以及在这一影响过程中的内部作用机制。采用层次回归分析的方法,对从全国各地进行问卷调查获取的225份有效数据进行分析,结果表明:(1)中国情景下辱虐管理对员工职场偏差行为有着显著的影响;(2)组织认同在辱虐管理与员工职场偏差行为中起部分中介作用。
Base on the social exchange theory and social identity theory, this paper discusses the impact of abusive supervision on employees＇ workplace deviance behavior and the mediating effect between them in China scenarios. Total 225 employees from different province were sampled and Hierarchical Regression Modeling was employed to analyze the data . The result shows that abusive supervision has an significant effect on employees＇ work- place deviance behavior; organizational identification mediates the relationship between abusive supervision and employees＇ workplace deviance behavior.
出处
《首都经济贸易大学学报》
CSSCI
北大核心
2010年第6期55-61,共7页
Journal of Capital University of Economics and Business
关键词
辱虐管理
组织认同
员工职场偏差行为
abusive supervision
organizational identification
workplace deviance
