摘要
基于自我提升理论,通过收集245份有效调研问卷,分析了上级无礼行为对员工工作投入的影响,并探讨了组织支持感的中介作用和员工传统性对间接效应的调节作用。研究结果表明,上级无礼行为对员工工作投入有显著的负向作用;组织支持感部分中介上级无礼行为与员工工作投入的关系;员工传统性在上级无礼行为、组织支持感及员工工作投入之间的间接关系中起调节作用,当员工传统性较低时,组织支持感的中介作用更强。
Based on self-enhancement theory, the research examines the extent to which perceived organizational support mediates the relationship between supervisor incivility and job engagement, and the extent to which employee traditionality moderates these relationships by collecting the data from 245 employees. The result shows supervisor incivility has a significant negative effect on job engagement, where perceived organizational support is a partial mediator between supervisor incivility and job engagement. Moreover, this study finds that employee traditionality moderates the indirect effect, and the indirect effect is stronger when employee traditionality is low.
作者
刘嫦娥
黄杰
谢玮
刘婷婷
LIU Change;HUANG Jie;XIE Wei;LIU Tingting(Hunan University of Technology and Business,Changsha,China;Southwest Jiaotong University,Chengdu,China)
出处
《管理学报》
CSSCI
北大核心
2019年第9期1344-1352,共9页
Chinese Journal of Management
基金
国家自然科学基金资助项目(71472062,71672056)
湖南省研究生科研创新计划资助项目(CX2018B756)
关键词
上级无礼行为
员工工作投入
组织支持感
员工传统性
supervisor incivility
job engagement
perceived organizational support
employee traditionality
