人力资源管理中上级过度负向反馈的成因分析  

An Analysis of the Causes of Excessive Negative Feedback in Human Resource Management

作　　者：孙赟[1] 

机构地区：[1]廊坊师范学院管理学院,河北廊坊065000

出　　处：《江苏商论》2016年第9期75-76,80,共3页Jiangsu Commercial Forum

摘　　要：上级反馈是管理实践的重要内容,其中负向反馈在人力资源管理中普遍存在。目前在一些工作场所,出现了诸如暴君管理、辱虐管理、欺凌管理等上级过度负向反馈的组织行为,严重损害下属的心理、情绪、工作行为和上下级关系,危及组织目标的实现。为了缓解这种情况,需要从源头分析上级过度负向反馈的成因,以期从源头缓解上级过度负向反馈对下级及组织造成的危害。the superior feedback is an important part of the management practice, and the negative feedback in the human resources management. At present, in some places, such as management of the tyrant, insult abuse management, manage bullying and other higher excessive negative feedback of organizational behavior, serious damage to the subordinates of the mental, emotional, work behavior and superior subordinate relationship, endan-ger the realization of organizational goals. In order to alleviate this situation, it is needed to analyze the causes of excessive negative feedback from the source, in order to alleviate the harm caused by excessive negative feedback from the source to the lower level and the organization.

关 键 词：上级过度负向反馈 人力资源管理 组织行为 成因分析 

分 类 号：F243.1[经济管理—劳动经济]