辱虐管理对员工创造力的影响机制被引量：16

Inner-mechanisms between Abusive Supervision and Employee Creativity

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摘要本研究试图去寻找创造力的影响因素,认为来自管理者的辱虐管理行为是阻碍员工创造力提升的重要影响因素,且管理者的这种负面行为是通过关系冲突与程序不公平最终影响到员工创造力。通过对来自一家大型制造企业的385名员工实证分析结果表明:①辱虐管理显著降低员工创造力;②辱虐管理显著激发关系冲突与程序不公平感;③关系冲突、程序不公平感显著降低员工创造力;④关系冲突、程序不公平感两者都显著完全中介辱虐管理对员工创造力的影响。最后,讨论了相关理论和实践的启示以及未来的研究方向。 This study tries to find the influential factors of creativity, assuming that abusive supervision should be one important factor of inhibiting employee creativity, and that the effect of abusive supervision on employee creativity should be mediated by procedural injustice and relationship conflict. By the answers to the questionnaires and the analysis of 385 samples from a large architecture company in China, the results indicated that, （1） abusive supervision had negative effects on employee creativity （2） abusive supervision had positive effects on procedural injustice and relationship conflict （3） both procedural injustice and relationship conflict had negative effects on employee creativity~ （4） both procedural injustice and relationship conflict fully mediated the relationship between abusive supervision and employee creativity. At last, we discuss implications of these results for research and practice and future directions.

作者刘文兴廖建桥张鹏程

机构地区华中科技大学管理学院

出处《工业工程与管理》 CSSCI 北大核心 2012年第5期112-118,共7页 Industrial Engineering and Management

基金国家自然科学基金资助项目(70972016) 国家自然科学基金资助项目(71172090)

关键词辱虐管理程序不公平关系冲突创造力 abusive supervision procedural injustice relationship conflict creativity

分类号 C93-05 [经济管理—管理学]

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