不当督导对员工组织承诺、职场偏差行为的作用机制研究——领导-成员交换关系的中介作用  

An Empirical Study on the Relationship of Abusive Supervision between Employee Affective Commitment and Workplace Deviance Behaviors ——The Mediating Role of Leader-member Exchange

作　　者：于静静[1,2] 赵曙明[2] 蒋守芬[1,3] 

机构地区：[1]山东大学(威海)商学院,威海市264209 [2]南京大学,南京市210093 [3]上海财经大学,上海市200443

出　　处：《经济与管理研究》2014年第3期120-128,共9页Research on Economics and Management

基　　金：国家自然科学基金委项目"我国转型经济下企业劳资冲突的发生机制及对策研究"(71172063)

摘　　要：本文研究负向领导方式-不当督导对员工组织承诺及职场偏差行为的影响及领导-成员交换关系的中介作用,对企业人力资源管理具有重要的现实意义。本文在文献回顾的基础上提出了一系列假设,并通过对1782位企业员工问卷的实证分析检验了假设。研究发现,不当督导与员工组织承诺显著负相关,与员工职场偏差行为显著正相关,领导-成员交换关系在不当督导与员工组织承诺、职场偏差行为之间起部分中介作用。研究表明,企业应努力减少主管上级的不当督导行为,并通过创建高质量的领导-成员交换关系,减少员工的职场偏差行为,提高员工对组织的承诺。We investigated the mediating role of the leader-member exchange （LMX） in the association of abusive supervision and employee work attitude ,work behaviors （ employee affetive commitment and work deviance behaviors toward the organization） which had an important practical significance for the human resource management of enterprises in China. We reviewed the literature regarding the relationships between abusive supervision, leader-member exchange and employee affective commitment ,work deviance behaviors toward the organization. Using data collected from 1782 employees in China,we found that abusive supervision was significantly negative to employee affective commitment and positive to employee work deviance behaviors,LMX partially mediated the effects between abusive supervision and employee affective commitment,employee work deviance behaviors. The study demonstrated that organizations should make efforts to reduce the occurrence of abusive supervision,decrease employee work deviance behavior and increase employee organizational commitment through the establishment of high quality leader-member exchange relations.

关 键 词：不当督导 组织承诺 职场偏差行为 领导-成员交换关系 

分 类 号：C93[经济管理—管理学]