辱虐管理与员工沉默:基于社会认同和代际视角的研究  

Abusive Supervision and Employee Silence: The Research from Social Identity and Generational Perspective

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》2016年第4期39-47,共9页Journal of Business Economics

基　　金：国家自然科学基金项目(71272097)

摘　　要：文章基于社会认同理论和代际视角,构建一个有调节的中介模型探究辱虐管理影响员工沉默的中介作用机制及其边界条件。通过对江苏省510名员工的调查发现,辱虐管理对三维沉默均有显著的正向影响;领导认同在辱虐管理与默许沉默、防御沉默、漠视沉默间起部分中介作用;代际差异调节领导认同在辱虐管理与默许沉默、漠视沉默间的中介效应,领导认同在辱虐管理与防御沉默间的中介作用不受代际影响;领导认同在辱虐管理影响新生代员工三维沉默过程中的中介作用不显著。From social identity and generational perspective, the article construct a moderated mediation model to research the mediator and bounder variable of the mechanism between abusive supervision and employee silence. Through the survey of 510 employees in Jiangsu province, the results show that： abusive supervision has a significant positive effect on three dimensions silence; leader identification plays partly mediating effects in the relationships between abusive supervision and acquiescent silence, defensive silence, disregardful silence; Generational difference moderates the mediation effects of abusive supervision on acquiescent silence, disregardful silence, the mediation of leader identification between abusive supervision and defensive silence isn＇t influenced by Generational difference; leader identification has no significant mediation effects between abusive supervision and Millennial employees silence.

关 键 词：辱虐管理 领导认同 默许沉默 防御沉默 漠视沉默 代际差异 

分 类 号：F270[经济管理—企业管理]