关系视角下工作绩效如何影响领导辱虐行为——一个有调节的中介模型  

How Does Job Performance Influence Leader Abusive Behavior from The Perspective of Relationship? A Moderated Mediation Model

作　　者：张静[1] 宋继文[1] 王悦[1] 

机构地区：[1]中国人民大学商学院

出　　处：《中国人力资源开发》2017年第9期22-33,共12页Human Resources Development of China

基　　金：中国人民大学2016年度拔尖创新人才培育资助计划;国家自然科学基金项目(71372161)资助

摘　　要：既有研究发现员工工作绩效可以作为前因变量预测领导辱虐行为,但基于不同视角,二者的相关关系存在正相关和负相关两种不同结果。本文从关系视角出发,引入中介机制和调节变量,验证了二者之间存在的负相关关系及其作用机制。通过对来自中国内地两家民营企业的65名领导与284名下属前后两次(间隔一个月)配对调研发现,在控制了时间点2的员工工作绩效基础上,时间点1的员工工作绩效通过提高时间点2的领导-成员交换关系进而降低了时间点2领导辱虐行为发生可能性,上述整个间接效应受到时间点2领导者下向信任的正向调节作用。文章讨论了该研究的理论与实践意义,最后分析了研究局限和未来研究方向。Previous studies find that employee performance can be used as an antecedent variable to predict leader＇ s abusive supervision. Based on different perspectives, the correlation between employee performance and abusive supervision has two different results： positive correlation and negative correlation. From the perspective of relationship, this paper introduces mediating mechanism and moderator variable to verify the negative correlation between the two. Based on our investigation in two private enterprises in China's Mainland, our study surveys 65 leaders and 284 subordinates, with two times （ one month interval ） measurement. Results show control the job performance at the time point 2, the staff job performance at the time point 1, by increasing the Leader-member exchange relationship at the time point 2, thus redueing leader abusive behavior possibility, at the time point 2. The above indirect effects are positively moderated by the Leaders＇ down-ward trust at the time point 2. The corresponding theoretical and practical implications ere discussed. Finally, we analyzed limitations and future research directions.

关 键 词：辱虐管理 员工工作绩效 领导下向信任 领导-成员交换关系 

分 类 号：F272.92[经济管理—企业管理]