辱虐管理对员工心态的影响:代际差异的调节效应研究  

Effects of Abusive Supervision on Subordinates' Attitude:the Moderating Role of Generation Difference

作　　者：王洪青[1] 彭纪生[1] 

机构地区：[1]南京大学商学院,江苏南京210093

出　　处：《商业经济与管理》2015年第1期19-26,共8页Journal of Business Economics

基　　金：国家自然科学基金面上项目"组织支持感;知识共享方式与共享效能:中国情境下员工-组织关系的视角"(70972036);国家自然科学基金面上项目"企业国际化能力跃迁机制与路径:基于知识导向与制度距离视角的研究"(71272097)

摘　　要：研究辱虐管理对员工心态(情感承诺、情绪耗竭)的影响效果,探讨员工代际差异在其影响机制中的调节作用。共收集661份有效样本数据,采用层级回归和分组回归对文章提出的假设进行检验。结果表明,辱虐管理与情感承诺、情绪耗竭有显著的相关关系,且存在代际差异的调节效应,辱虐管理对新生代员工情绪耗竭的正效应更显著,对文革代员工情感承诺的负效应更显著。最后讨论了本研究的管理启示、研究不足以及研究展望。This article studies the effect of abusive supervision on subordinates＇ attitude including affective commitment and emotional exhaustion,exploring the moderating role of generation difference in the mechanism. The researchers collected 661 valued samples,using hierarchical regression and grouping regression to test the hypothesis proposed in this paper. The result shows that abusive supervision has a significant effect on affective commitment and emotional exhaustion. Generation difference moderates these relationships. The relationship between abusive supervision and emotional exhaustion is stronger for New Generation than Cultural Revolution Generation and the relationship between abusive supervision and affective commitment is weaker for New Generation than Cultural Revolution. Strengths,practical implications,limitations and directions for future research are provided.

关 键 词：辱虐管理 情感承诺 情绪耗竭 代际差异 

分 类 号：F270[经济管理—企业管理]