摘要
区别于社会心理、社会比较、社会认同对滥权监管影响工作场所偏离行为的解释,本研究基于社会交换视角,考察了领导-部属交换在滥权监管与下属工作场所偏离行为之间的中介作用以及员工身份特征在这一过程中的调节作用。对345套下属与直接上司的一对一配套调查问卷进行统计分析,结果发现:(1)滥权监管对下属的人际指向、组织指向偏离行为有显著正向影响;(2)领导-部属交换在滥权监管与人际指向工作场所偏离行为、滥权监管与组织指向工作场所偏离行为之间起部分中介作用;(3)员工身份特征调节滥权监管与下属人际指向、组织指向工作场所偏离行为之间的关系,相对劳动合同工而言,滥权监管对劳务派遣工人际指向、组织指向工作场所偏离行为的正向影响作用更强。
This study distinguishes from the explanation of the relationship between abusive supervision and workplace deviant behavior from the views of social psychology, social comparison, and social identity. From the social exchange theory perspective, this study examines the role of leadership-member exchange as a mediator between abusive supervision and subordinates＇ workplace deviant behaviors. We also analyze employees＇ identity as a moderator between abusive supervision and subordinates＇ workplace deviant behaviors. The results from 345 sets of subordinates and their immediate supervisors matching questionnaires showed ： （ 1 ） there is a significantly positive relationship between abusive supervision and individual-orientated workplace deviant behavior, abusive supervision and organization-orientated workplace deviant behavior. （2） Leader-member exchange is a partial mediator between the relationship of abusive supervision and workplace deviant behaviors including individual-orientated and organization-orientated workplace deviant behaviors. （3） Employees＇ identity moderates the relationship between abusive supervisors and two types of workplace deviant behaviors. Abusive supervisor has a stronger positive influence on two types of workplace deviant behaviors in dispatch workers sub-sample than contract workers sub-sample.
出处
《商业经济与管理》
CSSCI
北大核心
2014年第2期40-48,共9页
Journal of Business Economics
基金
国家自然科学基金项目"企业员工工作疏离感影响因素
形成机制及干预策略实证研究"(71272210)
关键词
滥权监管
领导-部属交换
人际指向工作场所偏离行为
组织指向工作场所偏离行为
员工身份特征
abusive supervision
leader-member exchange
individual-orientated workplace deviant behavior
organization-orientated workplace deviant behavior
employee＇s identity
