摘要
目的:探讨辱虐管理对下属工作绩效、组织认同和离职意愿的影响机制及边界条件。方法:以61名主管和234名员工为对象,在两个时间点(间隔三个月)收集主管-员工配对数据。结果:(1)辱虐管理通过和谐式激情的中介作用对下属的工作绩效、组织认同和离职意愿产生间接影响;(2)工作自主性调节辱虐管理与和谐式激情的关系,即工作自主性水平越高时,辱虐管理与和谐式激情的负向关系越弱;(3)工作自主性调节和谐式激情在辱虐管理与工作绩效、组织认同和离职意愿关系间的中介作用,表现为被调节的中介作用模式。结论:辱虐管理通过和谐式激情的中介作用对下属的工作绩效、组织认同和离职意愿产生间接影响,该影响过程会受到工作自主性的调节。
Objective:The current study aims to examine the effects of abusive supervision on job performance,organizational identification,and turnover intention.Methods:Employing a two-wave design administered 3 months apart,we conducted a paired questionnaire survey of 234 subordinates and 61 supervisors(i.e.,61 teams)in China.Results:①Harmonious passion mediated the relationship between abusive supervision and employee outcomes including job performance,organizational identification and turnover intention.②Job autonomy moderated the relationship between abusive supervision and harmonious passion such that the relationship would be weaken when job autonomy was high.③Job autonomy moderated the indirect relationships between abusive supervision and employee outcomes(i.e.,job performance,organizational identification and turnover intention)via harmonious passion.Conclusion:The relationships between abusive supervision and employee outcomes(i.e.,job performance,organizational identification,and turnover intention)through harmonious passion are moderated by job autonomy.
作者
马晨露
伍露
沈伊默
MA Chen-lu;WU Lu;SHEN Yi-mo(School of Psychology,Southwest University,Chongqing 400715,China)
出处
《中国临床心理学杂志》
CSCD
北大核心
2023年第3期660-665,共6页
Chinese Journal of Clinical Psychology
基金
国家自然科学基金项目“职场无礼行为及影响机制研究:基于不同互动情境的理论建构与实证检验”(项目编号:71872152)
中国博士后科学基金面上项目(项目编号:2019M660907)
中央高校基本科研业务经费项目(项目编号:SWU2209241)资助。
