上司不当督导与下属绩效：反馈寻求行为和学习目标定向的作用  

Abusive Supervision and Employee' Performance:Mechanisms of FSB and Learning Goral Orientation

作　　者：申传刚[1] 马红宇[1] 杨璟[2,3] 刘腾飞 

机构地区：[1]青少年网络心理与行为教育部重点实验室,华中师范大学心理学院暨湖北省人的发展与心理健康重点实验室,武汉430079 [2]中国科学院心理研究所,北京100101 [3]中国科学院研究生院,北京100039

出　　处：《心理学报》2012年第12期1677-1686,共10页Acta Psychologica Sinica

基　　金：国家自然科学基金青年项目(31200795);全国教科规划课题(BBA090066);华中师范大学国家教师教育理论创新与实践研究重大招标项目(985ZB0303);青少年网络心理与行为教育部重点实验室开放课题(2012B04)资助

摘　　要：本研究从下属反馈管理行为的视角来探索领导与下属的社会交换过程。具体为探讨下属的反馈寻求行为在上司不当督导与下属绩效之间的中介作用,下属的学习目标定向对上述过程中的调节作用。通过问卷法获得306名下属与上司的对偶数据,基于层级回归和Bootstrap分析的结果表明:上司不当督导不仅直接影响下属的绩效,还能通过抑制下属的反馈寻求行为间接地影响员工的绩效;下属的学习目标定向调节着上司不当督导与下属的反馈寻求行为的关系,当下属的学习目标定向越低,上司不当督导对反馈寻求行为的抑制作用更加明显。The literature on abusive supervision has consistently demonstrated the negative relationship between member perception of supervisor＇s abusive behavior and member performance. The process through which relationship supervisor＇s abusive behavior influences subordinates＇ performance, however, is still not fully understood. The present study provides a mechanism for the process. Specifically, we predict that the feedback seeking behavior （FSB） of members mediates these relationships, and learning goal orientation moderates the relationship between abusive supervision and FSB. In order to avoid the common method variance problem, two sources of survey were administrated. Data was from a total of 306 matched supervisor-subordinate dyads in 7 enterprises located in Hubei, Zhejiang, Xiamen. Two structured questionnaires were employed as the research instrument for this study. One consisted of three scales designed to measure abusive supervision, FSB and learning goal orientation. Among the major measures, the 15-items abusive supervision was adopted from Tepper （2000）; FSB was measured via 6 items that was adopted from Saori Yanagizawa （2008）; the five item learning goal orientation scale was adopted from Vandewalle ＆ Cummings （1997）. We used a scale adopted from Tusi et al. （1997） in the other questionnaire to measure supervisor-rated subordinates＇ performance. Results show that the Cronbach＇s alpha coefficients for these above measures range from 0.75 to 0.94. Hierarchical regression and the total effect moderation model were utilized to examine the proposed hypotheses. In line with predictions, results of hierarchical regression demonstrate that abusive supervision is negatively related to FSB, supervisor-rated performance, and FSB partially mediate the relationship between abusive supervision and supervisor-rated performance. Specifically, the negative effect of abusive supervision on subordinates＇ performance was partially mediated by subordinates＇ FSB. In addition, results of

关 键 词：上司不当督导 员工绩效 反馈寻求行为 学习目标定向 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]