职场不文明与职场辱虐管理的关系探析  

The Relationship between Workplace Incivility and Abusive Supervision

作　　者：严瑜[1] 康馨怡 赵开宸 肖帅萍 蒋利娇 曹照雪 

机构地区：[1]武汉大学哲学学院心理学系,湖北 武汉

出　　处：《管理科学与工程》2022年第3期304-310,共7页Management Science and Engineering

摘　　要：职场不文明与辱虐管理是职场虐待的轻微形式,对个体和组织产生较大危害。以整合的视角综合梳理现有研究,从两者的概念界定、前因变量与结果变量、相关理论视角等多个方面对两者进行比较辨析。回顾近年来把两者同时作为变量的相关研究,发现以资源保存理论、社会交换理论与社会学习理论为框架关注职场不文明和辱虐管理(多重人际压力源)对结果变量的交互影响以及辱虐管理对职场不文明的正向影响为两大研究主题,并指出未来研究应注重采用纵向设计、将文化和行业等因素纳入到研究框架中以及探究应对策略。Workplace incivility and abusive supervision are mild forms of workplace mistreatment that are harmful to individuals and organizations. A comprehensive review of existing research with an integrative perspective is conducted to compare and identify the two in terms of their conceptual definitions, antecedent and outcome variables, and relevant theoretical perspectives. The review of recent studies that include both variables reveals two major research themes that focus on the interactive effects of workplace incivility and abusive supervision (multiple interpersonal stressors) on outcome variables and the positive effects of abusive supervision on workplace incivility in the framework of Conservation of Resources Theory, Social Exchange Theory, and Social Learning Theory. Future research should focus on adopting longitudinal designs, incorporating factors such as culture and industry into the research framework, as well as exploring coping strategies.

关 键 词：职场不文明 辱虐管理 资源保存理论 社会学习 社会交换 

分 类 号：F272.92[经济管理—企业管理]