摘要
尽管建言行为对于组织变革与发展的意义重大,然而现实中许多员工的建言行为通常并不尽如人意,管理者领导行为的辱虐方式应是非常重要的影响因素之一。本文旨在研究辱虐管理对员工建言行为的影响,并以社会认同理论和文化及价值观为基础,研究组织认同和组织自尊在以上关系所起的中介作用,员工权利距离感在其中的调节作用。研究以广州一家大型制造型企业中302名员工和78名管理者作为研究对象,采用层级回归分析对问卷调查所获得的匹配数据进行分析。结果表明:辱虐管理对员工的建言行为有显著的负向影响,员工的组织认同和组织自尊在其中起完全中介作用;员工的权力距离感越大,辱虐管理对员工的组织认同和组织自尊的负面影响越小。
The voice behavior is important for significant organizational change and development, but in reality many employees are often reluctant to make suggestions. Managers＇ abusive supervision is one of the most important factors accounting for the voice behavior of employees. This paper mainly explores the mechanism which can help understand how abusive supervision impact voice behavior, as well as proposes and verifies the mediating effect of organizational identification/organization-based self-esteem on the relationship between abusive supervision and employee voice behavior. The paper mainly answers three research questions： Does abusive supervision affect an employee＇s voice behavior？ What is the mechanism influencing the relationship？ What individual traits can affect the process of abusive supervision that can influence an employee＇s voice behavior？ Our literature review leads to theoretical development, and clarifies connotation and extension of variables, division of dimensions, and existing research related to the logical relationships from abusive supervision to organizational identification/organization-based self- esteem to voice behavior. The paper proposes research hypotheses and a theoretical model. Based on the data collected from a survey with 340 effective subjects and their managers, the paper uses otcoefficient and CFA method to test the reliability and validity of measurement scale, the equation of the linear regression, the mediating effect of organizational identification/organizational-based self- esteem, and the moderating effect of power distance. The empirical result shows that abusive supervision has significant effect on subordinates＇ voice behavior and abusive supervision has significant effect on an employee＇s organization-based self-esteem. In addition, organizational identification and organization-based self-esteem have the mediating effect on the relationship between abusive supervision and employee voice behavior. Furthermore, an employee＇s power distance has moderating effect on the relationship between abusive supervision and organizational identification/ organization-based self-esteem.
出处
《管理工程学报》
CSSCI
北大核心
2012年第4期8-16,64,共10页
Journal of Industrial Engineering and Engineering Management
基金
国家社会科学基金资助项目(10CJL017)
关键词
建言行为
辱虐管理
组织认同
组织自尊
权力距离感
subordinates＇ voice behavior
abusive supervision
organizational identification
organization-based self-esteem
powerdistance
