多层次辱虐管理对员工工作行为的影响:互动公平中介作用机制模型  

A Multiple Model of Abusive Supervision on Employees’ Work Behaviors: The Mediating Role of Interactive Justice

作　　者：吴以頔 张振嘉 严瑜[3] 曹照雪 赵开宸 

机构地区：[1]北京科技大学经济管理学院,北京 [2]阿里巴巴集团控股有限公司北京总部,北京 [3]武汉大学哲学学院心理学系,武汉

出　　处：《现代管理》2022年第9期1114-1126,共13页Modern Management

摘　　要：通过运用层次线性模型,对52组367名员工的有效数据进行回归分析,考察了多层次辱虐管理在团队和个体层次上对员工工作行为的影响及作用过程。研究结果表明:1) 在个体层次上,辱虐管理与个体员工的反生产行为与组织公民行为均存在显著的相关性;2) 在团队层次上,辱虐管理与团队的反生产行为与组织公民行为均存在显著的相关性;3) 互动公平在辱虐管理与反生产行为、组织公民行为的作用路径中充当中介变量;4) 团队辱虐氛围在个体辱虐管理和互动公平感知间起到调节作用。This study used Hierarchical Linear Models (HLM) to perform regression analysis on the valid data of 367 employees in 52 groups, and examined the impact and effect process of multi-level abusive supervision on employees’ work behavior at the team and individual levels. The research results proved that: 1) At the individual level, there is significant positive correlation between abusive supervision and employee’s counterproductive behaviors, and there is significant negative correlation between abusive supervision and organizational citizenship behaviors. 2) At the team level, there is significant positive correlation between abusive supervision and team counterproductive behaviors, and there is significant negative correlation between abusive supervision and organizational citizenship behaviors. 3) The indirect effects of abusive supervision on member counterproductive behaviors and organizational citizenship behaviors are mediated by interactive justice as well as interactive justice atmosphere. 4) At the individual level, team-level abusive atmosphere plays as the moderator in the relationship between individual abusive supervision and the interactive justice perception.

关 键 词：辱虐管理 互动公平 反生产行为 组织公民行为 

分 类 号：F272.92[经济管理—企业管理]