破坏性领导行为对组织承诺的不同作用效果分析——员工文化价值观的调节作用  

Divergent Effects of Destructive Leadership on Organizational Commitment: The Moderating Effects of Employees' Cultural Values

作　　者：王永丽[1] 张玉玲[2] 张智宇[1] 何颖[1] 

机构地区：[1]中山大学管理学院,广州510275 [2]广州科技贸易职业学院管理学院,广州511442

出　　处：《管理评论》2013年第11期95-105,共11页Management Review

基　　金：国家自然科学基金项目(71072088)

摘　　要：近年来,破坏性领导的研究引起了西方学者的高度重视,但国内,相关研究较少。为探讨中国组织情境中的破坏性领导行为作用机制,本研究对1646名企业员工进行问卷调查。实证研究发现:中国组织情境中存在破坏性领导行为,破坏性领导与下属情感承诺和规范承诺显著负相关,与持续承诺正相关;关系主义能调节破坏性领导对员工情感承诺的作用,而集体主义则调节破坏性领导对员工规范承诺的作用。In recent years, western scholars have paid increased attention to destructive leadership, but there is few related investigation in China. In order to research the action mechanism of destructive leadership in China, we conduct a questionnaire survey of 1646 em-ployees. The empirical study shows that there is destructive leadership in China. Destructive leadership is negatively related to affective and normative commitment, and positively related to continuance commitment. Relationalism moderates the effect of destructive leader-ship on affective commitment, and collectivism moderates the effect of destructive leadership on normative commitment.

关 键 词：个人 关系 集体主义 破坏性领导 组织承诺 

分 类 号：F272.9[经济管理—企业管理]