威权领导对员工反馈规避行为的影响研究  

The Effects of Authoritarian Leadership on Employee Feedback Avoidance Behavior

作　　者：石冠峰[1] 闫文波[1] Guanfeng SHI;Wenbo YAN(School of Economics and Management,Shihezi University,Shihezi 832000)

机构地区：[1]石河子大学经济与管理学院,石河子832000

出　　处：《心理与行为研究》2024年第4期570-576,共7页Studies of Psychology and Behavior

基　　金：国家自然科学基金项目(72162029)。

摘　　要：以心理契约理论为基础,探究威权领导对员工反馈规避行为的影响及其作用机制。对283名员工的问卷数据进行分析,结果发现:威权领导能够正向预测反馈规避行为;基于组织的自尊在威权领导与反馈规避行为之间起部分中介作用;员工心理弹性负向调节威权领导与基于组织的自尊之间的关系,即员工心理弹性水平越高,二者之间的负向关系越弱;员工心理弹性还会进一步调节基于组织的自尊这一中介效应。即员工心理弹性水平较高时,威权领导通过基于组织的自尊对反馈规避行为的间接影响会被削弱。Based on the theory of psychological contract,this study investigated the impact of authoritative leadership on employees’feedback avoidance behavior and its underlying mechanism.The questionnaire data from 283 employees were analyzed.The results showed that authoritative leadership had a significant positive influence on feedback avoidance behavior.This relationship was partially mediated by organization-based self-esteem.Additionally,employee psychological resilience played a crucial role in moderating the negative association between authoritative leadership and organization-based self-esteem,such that higher level of psychological resilience weakened this relationship.Furthermore,employee psychological resilience also served as an additional moderator in the mediating effect of organization-based self-esteem on the relationship between authoritarian leadership and feedback avoidance behavior.Specifically,when the level of psychological resilience was high for employees,the indirect impact of authoritarian leadership on feedback avoidance behavior through organization-based self-esteem was attenuated.

关 键 词：威权领导 基于组织的自尊 心理弹性 反馈规避行为 

分 类 号：F272.92[经济管理—企业管理] C936[经济管理—国民经济]