辱虐管理、犬儒主义和组织情感承诺的关系——领导成员交换的调节中介作用  

The Relationship between Abusive Supervision,Cynicism and Organizational Affective Commitment

作　　者：刘得格[1] 时勘[2] 

机构地区：[1]广州大学工商管理学院,广东广州510006 [2]中国人民大学心理学系,北京100872

出　　处：《广州大学学报（社会科学版）》2015年第9期35-44,共10页Journal of Guangzhou University:Social Science Edition

基　　金：教育部人文社会科学研究青年基金项目(12YJC630113);广东省自然科学基金博士启动项目(S2012040007344);广东省教育厅育苗工程(人文社科)项目(2012WYM_0103);国家自然科学基金项目(71272156)

摘　　要：基于社会交换理论和公平理论,运用层级回归和迭代分析方法,对来自广州等地的213份样本进行分析,结果表明:辱虐管理和员工犬儒主义显著正相关,员工犬儒主义在辱虐管理和组织承诺之间起部分中介作用;当领导成员交换质量较高时,辱虐管理通过犬儒主义对组织情感承诺的间接消极影响不再显著;高质量的领导成员交换能弱化辱虐管理对组织情感承诺的消极影响;且在不同的领导成员交换质量水平下,辱虐管理对组织情感承诺的间接影响和总体影响均存在显著差别。Based on social exchange theory and justice theory,and by using hierarchical regression and bootstrap regression methods,we analyzed 213 samples investigated in Guangzhou and other places. The results indicated that abusive supervision had significant positive relationship with employee's organizational cynicism,and that the organizational cynicism partially mediated the relationship between abusive supervision and organizational commitment. When the leader-member exchange quality was higher,the indirect negative affect on the organizational affective commitment imposed by the abusive supervision through cynicism was no longer significant. The quality of leader member exchange can weaken the negative impact of abusive supervision on organizational affective commitment,and there were significant differences between indirect and total effects when leader member exchange levels were different.

关 键 词：辱虐管理 犬儒主义 组织情感承诺 领导成员交换 

分 类 号：F272[经济管理—企业管理] B849[经济管理—国民经济]