Please wait a minute...
心理学报  2017, Vol. 49 Issue (7): 966-979    DOI: 10.3724/SP.J.1041.2017.00966
  本期目录 | 过刊浏览 | 高级检索 |
 规则适应视角下辱虐管理的成因机制
 刘 超1; 刘 军1;  朱 丽2;  武守强1
 (1中国人民大学商学院, 北京 100872) (2中国科学院大学管理学院, 北京 100190)
 The causes of abusive supervision from the perspective of rule-adaptation
 LIU Chao1; LIU Jun1; ZHU Li2; WU Shouqiang1
 (1 School of Business, Renmin University of China, Beijing 100872, China) (2 School of Economics and Management, University of Chinese Academy of Sciences, Beijing 100190, China)
全文: PDF(738 KB)   评审附件 (1 KB) 
输出: BibTeX | EndNote (RIS)       背景资料
文章导读  
摘要  基于规则适应及资源依赖理论的解释视角, 本研究考察了下属工作绩效与政治技能对上级辱虐的影响。通过对采集自两家企业的243对领导−下属的配对问卷进行分析, 本研究的多项式回归与响应面分析表明, 当下属的工作绩效(遵循做事显规则)与政治技能(遵循做人潜规则)在较高水平上保持一致时, 其遭受的上级辱虐最少。但这种较高水平的一致只能维持在特定范围内, 当两者过高时, 反而易遭致上级的辱虐行为。同时, 在工作绩效与政治技能存在差异的情境下, 相比于“高工作绩效, 低政治技能”的下属, “低工作绩效, 高政治技能”的下属遭受的上级辱虐要更少。文章分析并证明了遵循不同规则的下属会导致不同程度的上级辱虐。
服务
把本文推荐给朋友
加入引用管理器
E-mail Alert
RSS
作者相关文章
刘超
刘军
朱丽
武守强
关键词  工作绩效 政治技能 辱虐管理 规则适应视角 资源依赖 多项式回归与响应面分析    
Abstract: Abusive supervision (AS) defined as sustained display of nonphysical hostility (including both verbal and nonverbal behaviors) enforced by managers against their subordinates (Tepper, 2000) has drawn much attention from researchers. As a negative leadership behavior, it often leads to negative consequences in the workplace such as increasing employees’ intention to quit, deviant behaviors, psychological distress and lowering the individuals’ organizational commitment. Although much has been done to investigate the antecedents (e.g., from the perspective of subordinate character, supervisor character and the environment) of the AS, little is known about why specific subordinates are treated with nonphysical hostility by their leaders (Tepper et al., 2011). To address this gap, the main purpose of the current study is to explore the united impacting mechanism of work performance and political skill. Based on perspective of rule-adaptation and resource dependence theory, we attempted to examine the congruence and incongruence effects of the task performance-political skill on leader abuse. To avoid common method variance problem, we collected data from different sources, that is, gathering variables political skill (PS, using Ferris et al.’s (2005) 18-item measure) and AS (using Tepper’s (2000) 15-item measure) from the subordinates and organizational deviant behavior (using Bennett and Robinson’s (2000) 12-item measure) and task performance (TP, using Williams and Anderson’s (2001) 5-item measure) from the supervisor. We finally got 243 effective dyads’ information of the subordinate and their supervisors. The Cronbach’s alpha coefficients of the above measures are 0.91, 0.94, 0.96 and 0.86 respectively and it’s a multisource feedback research and appropriate to conduct polynomial regression with response surface analysis which could provide elaborate and abundant analyzing results. The analyses of 243 subordinate-supervisor dyads from two companies in China showed that (1) The more congruence of subordinate’s PS and TP level, the less AS would be; (2) Under the condition of subordinate’s TP-PS incongruence, the higher level of PS and lower level of TP, the less AS would be; (3) Under the condition of TP-PS congruence, the none-AS level rose to a peak and then fell down as subordinate’s TP-PS levels rose which should be paid attention to. Theoretically, the study contributes to the areas of AS, rules and subordinates’ workplace behaviors. Besides, the idea of resource dependence theory is also applied to the individual level and adds explanatory power in the relationship of TP-PS and AS. The practical implication of the study is that it provides explicit directions for the subordinates and the organization to cope with AS. We also discuss the limitations and future research directions of the study.
Key words task performance    political skill    abusive supervision    rule-adaptation    resource dependence    polynomial regression with response surface analysis
收稿日期: 2016-08-16      出版日期: 2017-05-26
ZTFLH:     
  B849:C93  
基金资助: 国家杰出青年科学基金(71425003)和中国人民大学2015年度拔尖创新人才培育资助计划成果。
通讯作者: 刘军, E-mail: liujun@rbs.ruc.edu.cn     E-mail: E-mail: liujun@rbs.ruc.edu.cn
引用本文:   
刘超, 刘军, 朱丽, 武守强.  规则适应视角下辱虐管理的成因机制[J]. 心理学报, 2017, 49(7): 966-979.
LIU Chao, LIU Jun, ZHU Li, WU Shouqiang.  The causes of abusive supervision from the perspective of rule-adaptation. Acta Psychologica Sinica, 2017, 49(7): 966-979.
链接本文:  
http://journal.psych.ac.cn/xlxb/CN/10.3724/SP.J.1041.2017.00966      或      http://journal.psych.ac.cn/xlxb/CN/Y2017/V49/I7/966
[1] 陈乐妮; 王桢; 骆南峰;罗正学. 领导−下属外向性人格匹配性与下属工作投入的关系:基于支配补偿理论[J]. 心理学报, 2016, 48(6): 710-721.
[2] 李燕萍,涂乙冬. 与领导关系好就能获得职业成功吗?一项调节的中介效应研究[J]. 心理学报, 2011, 43(08): 941-952 .
[3] 吴隆增,刘军,刘刚. 辱虐管理与员工表现:传统性与信任的作用[J]. 心理学报, 2009, 41(06): 510-518.
[4] 刘军,宋继文,吴隆增. 政治与关系视角的员工职业发展影响因素探讨[J]. 心理学报, 2008, 40(02): 201-209.
Viewed
Full text


Abstract

Cited

  Shared   
  Discussed   
版权所有 © 《心理学报》编辑部
本系统由北京玛格泰克科技发展有限公司设计开发  技术支持:support@magtech.com.cn