辱虐管理、心理安全感知与员工建言  

Abusive Supervision,Perceived Psychological Safety and Voice Behavior

作　　者：吴维库[1] 王未[2] 刘军[2] 吴隆增[3] 

机构地区：[1]清华大学经济管理学院 [2]中国人民大学商学院 [3]香港浸会大学工商管理学院

出　　处：《管理学报》2012年第1期57-63,共7页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(70972025);教育部新世纪优秀人才支持计划(2009)资助项目(NECT-09-824)

摘　　要：基于中国组织情境中辱虐管理对员工建言行为影响的研究,认为企业上级领导实施辱虐管理,首先会削弱员工的心理安全感,继而影响员工建言行为,心理安全感知是辱虐管理与员工建言之间的关系的中介。此外,研究结论还表明,辱虐管理对心理安全感知的削弱作用会受到员工不确定性规避特质的影响,对于高不确定性规避的员工而言,企业上级领导实施辱虐管理,此类员工感受到的"心理不安全"更强。最后,以来自新疆维吾尔自治区2家石化企业中的258名员工和102名上级领导的配对数据验证了以上理论假设。This research investigates abusive supervision~ s impact on employee voice behavior. We hypothesize that abusive supervision will influence employee voice behavior through undermining employee＇s perception of psychological safety. The study examines psychological safetys mediating effect in the relationship between abusive supervision and employee voice behavior. We also hypothesize that uncertainty avoidance moderates the relationship between abusive supervision and psychological safety perception in that an employee with higher uncertainty avoidance feels more psychological unsafe when being abused by his or her supervisor. Regression analyses on the data collected from 258 employees and 102 supervisors working in two petroleum and chemical enterprises support the above hypotheses.

关 键 词：辱虐管理 员工建言行为 心理安全感知 不确定性规避 

分 类 号：C93[经济管理—管理学]