差异化辱虐管理对团队绩效的影响研究——一个被调节的中介模型  

The Influence of Abusive Supervision Differentiation on Team Performance--A Moderated Mediation Model

作　　者：袁凌[1] 蒋镇武 YUAN Ling;JIANG Zhen-wu(Business School,Hunan University,Changsha 410082)

机构地区：[1]湖南大学工商管理学院,长沙410082

出　　处：《软科学》2022年第2期36-42,共7页Soft Science

基　　金：国家自然科学基金项目(71673082、71802079);湖南省社会科学基金重大委托项目(19WTA23);湖南省社会科学成果评审委员会重点课题(XSP20ZDI023)。

摘　　要：基于社会信息加工理论和社会分类理论,结合差异化领导相关研究,探索差异化辱虐管理与团队绩效间的作用机制和边界条件。通过78个团队、612份调研问卷的数据分析,结果表明:差异化辱虐管理损害了团队绩效;团队协调完全中介了差异化辱虐管理对团队绩效的作用过程;团队权力距离不但调节了差异化辱虐管理与团队协调的关系,还调节了差异化辱虐管理通过团队协调影响团队绩效的中介效应,在高权力距离导向的团队情境下,差异化辱虐管理负面影响团队绩效的作用效果会减弱。Based on thesocial information processing theory and social categorization theory, this paper explores the abusive supervision differentiation effects on team performance and its mechanism from the perspective of differentiated leadership.By analyzing the data of 612 questionnaires from 78 teams, results show that, abusive supervision differentiation has a significant negative influence on team performance.Team coordination play a full mediating role in the negative relationship between abusive supervision differentiation and team performance.Team power distance negatively moderates the relationship between abusive supervision differentiation and team coordination;Team power distance also negatively moderates the indirect relationship between abusive supervision differentiation and team performance through team coordination.

关 键 词：差异化辱虐管理 团队绩效 团队协调 权力距离 

分 类 号：C936[经济管理—管理学] F272.92