破坏性领导对员工离职意愿的影响研究  

Research on Destructive Leadership and its Effects on Employees' Intentions to Quit

作　　者：马跃如[1] 余航海 夏冰[1] MA Yue-ru;YU Hang-hai;XIA Bing(Busines School CENTRAL SOUTH University,Changslia,Hunan 410083,China)

机构地区：[1]中南大学商学院,长沙410083

出　　处：《贵州财经大学学报》2018年第2期46-53,共8页Journal of Guizhou University of Finance and Economics

基　　金：国家自然科学基金项目"生命周期视角下企业雇佣关系模式的匹配;演变与作用机制"(71602055)阶段性成果

摘　　要：负面消极的领导行为深刻地影响着整个组织运作过程和结果。文章从破坏性领导的概念及其边界入手,借助社会交换理论和情感事件理论,选取情绪疲惫、犬儒主义作为中介变量,团队心理安全作为调节变量,来探索破坏性领导对员工态度和行为,尤其是对其离职意愿的影响。研究表明破坏性领导对员工个体层面行为和心理感知等方面均存在着显著的正向影响,员工心理感知与态度也会直接影响员工在企业中最终的行为与态度,并且情绪疲惫和犬儒主义在破坏性领导与员工离职意愿之间存在着显著的中介作用,而团队心理安全在破坏性领导与员工离职意愿之间存在着负向调节作用。Negative and negative leadership behavior influences the whole organizations operation process and results deeply.This paper hopes to start from the definition of the concept of destructive leadership and boundary effects of it on staff turnover intention,w ith the help of social exchange theory and Bfective events theory,selection of emotional exhaustion and cynicism as intermediary variables and team psychological safety,proactive personality as a moderator,to explore the destructive leadership of employee attitude and behavior,especially the impact of turnover intention.The results show that the destructive leadership on individual level behavior and psychological aspects of perception have a significant positive effect,the psychological perception and attitudes w ill directly affect the employees in the enterprise the ultimate behavior and attitude,and emotional exhaustion and cynicism between destructive leadership and employee turnover intention has a significant intermediary role however,team psychological safety between destructive leadership and employee turnover intention has negative moderating effect.

关 键 词：破坏性领导 离职意愿 情绪疲惫 犬儒主义 团队心理安全 

分 类 号：F270[经济管理—企业管理]