辱虐管理对员工反生产行为的影响机理研究  

Research on the Mechanism of the Influence of Abusive Management on Employees' Anti-production Behavior

作　　者：杨高升[1] 张涛[1] 刘丹[2] YANG Gaosheng;ZHANG Tao;LIU Dan(School of Business,Hohai University,Nanjing 211100,China)

机构地区：[1]河海大学商学院,江苏南京211100 [2]上海理工大学管理学院,上海200082

出　　处：《武汉理工大学学报（信息与管理工程版）》2018年第6期696-701,共6页Journal of Wuhan University of Technology：Information & Management Engineering

基　　金：国家社科基金重点项目(16AGL005);国家自然科学基金青年项目(71402045)

摘　　要：为探究员工反生产行为的产生机理,构建上级辱虐管理与员工反生产行为之间影响机制的研究模型,运用结构方程模型验证理论假设。通过对293名员工进行问卷调查,并用SPSS及AMOS进行数据分析与假设检验。研究结果显示:(1)上级的辱虐管理正向作用于员工的反生产行为;(2)情感信任在上级辱虐管理与员工反生产行为之间起中介作用;(3)代际差异在上级辱虐管理与员工反生产行为之间具有显著的调节效应。最后,结合研究结论对员工反生产行为的防范和应对提出了相关管理建议。In order to explore the mechanism of employees′anti-production behavior,the author constructs a research model of the influence mechanism between superior abuse management and employees′anti-production behavior,and uses structural equation model to verify the theoretical hypothesis.A questionnaire survey was conducted among 293 employees and data analysis and hypothesis testing were conducted with SPSS and Amos.The results show that the superior abusive management has positive effect on the anti-productive behavior;emotional trust plays an intermediary role between abusive management and anti-productive behavior;and intergenerational differences have significant moderating effect between abusive management and anti-productive behavior.In addition,the management recommendations are put forward according to the conclusion of the study on the prevention and response of workers′anti production behavior.

关 键 词：辱虐管理 信任 代际差异 反生产行为 

分 类 号：C933.2[经济管理—管理学]