雇员敌意与员工创新行为:情绪劳动策略与冲突管理方式的作用  

Employee Hostility and Employees' Innovative Behavior:The Roles of Emotional Labor Strategy and Conflict Management Styles

作　　者：杜鹏程[1] 杜雪[1] 姚瑶[1] 王成城[2] 

机构地区：[1]安徽大学商学院 [2]安徽大学管理学院,安徽合肥230601

出　　处：《科技进步与对策》2017年第12期148-154,共7页Science & Technology Progress and Policy

基　　金：国家自然科学基金面上项目(71372183);安徽省软科学研究重点项目(1607a0202015);安徽省软科学研究计划项目(1502052025)

摘　　要：通过对343名企业雇员的问卷调查,研究雇员对主管敌意与员工创新行为的关系,构建了雇员敌意、情绪劳动策略、冲突管理方式、创新行为理论模型。研究表明:雇员敌意负向影响员工创新行为,雇员敌意部分通过情绪劳动策略中的深层扮演的中介作用对员工创新行为产生负向影响,竞争型冲突管理方式负向调节雇员敌意与员工创新行为之间的关系。This study explores the relationship between hostility toward supervisors and individual innovative behavior of Chinese employees,343 employees responded to the survey.A theoretical model of employee hostility,emotional labor strategy,conflict management styles and employees' innovative behavior was established.The results showed that:employee hostility has negative influence on innovative behavior;hostility toward supervisors has negative influence on innovative behavior partly through deep acting;the cooperative conflict management style negatively moderates the relationship between employee hostility and employees' innovative behavior.

关 键 词：雇员敌意 情绪劳动策略 冲突管理方式 创新行为 

分 类 号：F273.1[经济管理—企业管理]