不当督导与主动性创新行为的关系研究——基于雇佣关系的调节作用  

A Study on the Relationship between Abusive Supervision and Initiative Innovation Behavior—— The Moderating Effect of Employment Relationship

作　　者：王丽平[1] 唐培培[1] 

机构地区：[1]天津理工大学管理学院,天津300384

出　　处：《华东经济管理》2015年第3期126-131,共6页East China Economic Management

基　　金：国家社会科学基金项目(10BGL029);天津市教委社会科学重大项目(2014ZD42);天津市科技发展战略研究计划项目(2014)

摘　　要：不当督导对员工行为的影响是组织行为学领域的一个新热点话题。文章通过问卷调查获得296名下属与上级的配对数据,研究不当督导对主动性创新行为的影响效果,并探索雇佣关系的调节作用。结果表明:不当督导对主动性创新行为具有显著负向影响;组织导向型雇佣关系可以显著减弱这种负向效应;而工作导向型雇佣关系却显著增强这种负向效应;但投资不足型雇佣关系的调节效应不显著。最后还讨论了研究的局限以及未来展望。The effect of abusive supervision on employee behavior is a heatedly debated topic in the fieht of organi- zational behaviur. This study, by collecting 296 subordinates and superiors paired data through questionnaires, makes a study on the impact of abusive supervision on initiative innovation behavior and explores the moderating ef- fect of employment relationship. The results show that abusive supervision has a significant negative effect on initia- tive innovation behavior, and the organization-oriented employment relationship can remarkably weaken this negative effect, whereas the job-oriented employment relationship has just the opposite effect. However, the ,noderaling ef feet of the underinvestment employment relationship is not obvious. Finally, this study discusses the research limita- tions and future prnspects.

关 键 词：不当督导 主动性创新行为 雇佣关系 

分 类 号：F272.9[经济管理—企业管理] F273.1[经济管理—国民经济]