辱虐管理与员工反生产行为的曲线关系研究  

An Examination of the Curvilinear Relationship between Abusive Supervision and Counterproductive Work Behaviors

作　　者：许勤[1] 席猛[2] 赵曙明[2] 

机构地区：[1]香港城市大学商学院 [2]南京大学商学院,江苏南京210093

出　　处：《经济管理》2015年第6期143-153,共11页Business and Management Journal ( BMJ )

基　　金：国家自然科学基金重点项目"中国企业雇佣关系模式与人力资源管理创新研究"(71332002);国家自然科学基金面上项目"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：本文探讨辱虐管理与员工反生产行为的倒U型曲线关系,并研究员工工作嵌入对以上关系的调节作用。采用来自广东和福建93家企业的674名员工的数据,运用验证性因子分析对模型进行检验,通过层级回归分析方法对假设进行验证。实证结果表明,辱虐管理与员工反生产行为之间存在倒U型曲线关系,即随着下属感知到被上级主管的辱虐程度逐渐加深时,其反生产行为也逐渐增多,而当感知到被辱虐的水平上升到一定程度后,其反生产行为将随之逐渐下降;辱虐管理与反生产行为的倒U型曲线关系只有在员工工作嵌入程度较低的时候存在。这表明,管理者要充分了解员工实施反生产行为的动机,监控主管的辱虐管理水平,并采取合适的管理措施。最后讨论了研究的局限性和后续的研究方向。Counterproductive work behaviors （CWBs） refer to voluntary employee actions aimed at damaging organizational interests, and threatening the well-being of the organization or its members. It has been found to be not only detrimental for organizational survival and effectiveness, but also harmful for employees＇ satisfaction and performance. Current organizational theory and empirical research has acknowledged that abusive supervision is positively related to employee CWBs. In recent years, researchers have increasingly realized that the more abusive supervision in the workplace, not the worse-that more abusive supervision decreases employee negative work-related outcomes. Drawing from hostile and instrumental motives and the interactionist perspective, the present paper hy- pothesizes that the relationships between abusive supervision and CWBs （Organizational CWB, Interpersonal CWB） are curvilinear （inverted U-shaped） rather than linear and that subordinate job embeddedness moderates these curvilinear associations. Using data from 674 employees in 93 companies from Fujian and Guangdong Province in China, we firstly test- ed the model using confirmatory factor analysis and then tested the hypotheses using hierarchical regression analy- sis. The results found support for the inverted U-shaped curvilinear relationships between abusive supervision and two types of CWBs; specifically, when abusive supervision was at a moderate level rather than at very low or very high levels, employees exhibited more CWBO and CWBI. In addition, the results revealed that such curvilinear patterns only existed when job embeddedness was low, and the relationships between abusive supervision and CWBs were linear and positive when job embeddedness was high. Accordingly, the study has several theoretical implications： firstly, this motivational explanation affirms and extends the previous framework that abusive supervision facilitates subordinates＇ CWBs. Secondly, our results for these curvilinear relationships are genera

关 键 词：辱虐管理 员工反生产行为 工作嵌入 曲线关系 

分 类 号：C93[经济管理—管理学]