辱虐管理对工作绩效影响的实证研究——工作满意度的中介作用及核心自我评价的调节作用  

作　　者：高核[1] 李婷婷[1] 段辉[1] 

机构地区：[1]云南大学工商管理与旅游管理学院

出　　处：《企业经济》2016年第5期104-110,共7页Enterprise Economy

基　　金：2015年云南省哲学社会科学规划项目"云南P2P网贷企业生态系统健康性对小微企业融资获得性的影响及对策研究"(项目编号:QN2015068)

摘　　要：基于中国高权利距离、高集体主义的文化特点,从双因素理论出发,运用SEM模型及层次回归法,探究辱虐管理对工作绩效的影响机制及作用路径,并以265名金融机构员工及高校MBA班学员为研究对象进行实证研究。研究结果表明:辱虐管理对工作绩效有显著负向影响;员工工作满意度在辱虐管理对工作绩效的影响中起部分中介作用;核心自我评价负向调节了辱虐管理对员工工作满意度的影响作用,即核心自我评价越高,辱虐管理对员工工作满意度的负面影响越高。企业可以通过开展领导力培训,完善信息反馈机制、制定奖惩制度降低辱虐管理行为的影响程度;管理者通过营造和谐、积极的工作氛围,对下属进行心理指导可以避免辱虐管理行为的产生;员工可以通过加强自我管理,多与人沟通或寻求心理咨询部门人员的帮助,减缓负面情绪的刺激作用。Based on China＇s high power distance, high culture characteristics of collectivism, this paper applies the two-factor theory and the SEM model and hierarchical regression method to explore the effect mechanism of abusive management on job performance and path of action, with 265 financial institution staff and MBA students in colleges and universities as the research objects for empirical research. The results show that the abusive management has a significantly negative effect on job performance, employee job satisfaction plays a partial intermediary role in job performance, and core self-evaluation negatively regulates the effects of abusive management on employees＂ job satisfaction, i.e., the higher the core self-evalua- tion will have the higher negative impact of abusive management on employees＂ job satisfaction. The study conclusion shows that enterprises can conduct leadership training, improve the information feedback mechanism and establish rewards and punishment system to reduce the influence degree of the abusive management behavior, managers can create a harmo- nious, positive work atmosphere and psychological guidance to subordinates as to avoid the abusive management behavior, and employees can strengthen the self-management, communicate with people, or seek counseling department personnel to help reduce the stimulative effect of negative emotions.

关 键 词：辱虐管理 工作绩效 员工工作满意度 核心自我评价 

分 类 号：F272.9[经济管理—企业管理]