ISSN 0439-755X
CN 11-1911/B

心理学报 ›› 2009, Vol. 41 ›› Issue (12): 1189-1202.

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  1. 暨南大学管理学院, 广州 510632
  • 收稿日期:2009-05-26 修回日期:1900-01-01 出版日期:2009-12-30 发布日期:2009-12-30
  • 通讯作者: 凌文辁

The Mechanisms of How Abusive Supervision Impacts on Subordinates’ Voice Behavior

LI Rui, LING Wen-Quan, LIU Shi-Shun   

  1. School of Management, Jinan University, Guangzhou 510632, China
  • Received:2009-05-26 Revised:1900-01-01 Online:2009-12-30 Published:2009-12-30
  • Contact: LING Wen-Quan

摘要: 采用问卷调查法, 以广州、深圳、长沙以及青岛等地区企事业单位的504名员工为被试, 探讨了上司不当督导对下属建言行为的影响及其内在作用机制。结果表明: (1) 不当督导对促进性建言和抑制性建言均具有显著的负向影响; (2) 组织支持感在不当督导与促进性建言之间具有完全中介效应, 组织支持感和心理安全感在不当督导与抑制性建言之间起完全中介作用; (3) 上司地位知觉对不当督导与组织支持感的关系, 以及“不当督导→组织支持感→促进性建言”、“不当督导→组织支持感→抑制性建言”、“不当督导→心理安全感→抑制性建言”三个中介链的效应和不当督导对抑制性建言的总效应均具有显著的调节作用, 当下属知觉到的上司地位越高时, 上述关系及效应也越强。

关键词: 建言行为, 不当督导, 组织支持感, 心理安全感, 上司地位知觉

Abstract: In today’s dynamic and hypercompetitive business environment, employees’ opinions and suggestions intended to improve organizational functioning and well-being are critical to the survival and development of an organization. Yet, many individuals are not willing to provide thoughts and ideas without inhibition in organizational context. Accumulating evidence suggests that leadership plays a significant role in employees’ voice behavior. However, past studies in this domain have primarily focused on the positive aspects of leaders’ characteristics and behaviors. Also the mechanisms and processes by which leader-related factors exert their impact have not been adequately explored in the existing literature. In the present study, we tried to examine the influence of abusive supervision on the voice behavior dimensions of promotive voice and prohibitive voice, and investigate the mediating role of perceived organizational support and psychological safety as well as the moderating role of perceived supervisory status playing in the linkages between abusive supervision and voice behavior in the context of Chinese organizations.
A structured questionnaire was employed as the research instrument for this study. It consisted of five scales designed to measure the variables of interest, namely abusive supervision, voice behavior, perceived organizational support, psychological safety, and perceived supervisory status. To avoid the Chinese people’s tendency of choosing the mid-point of the scale regardless of their true feelings or attitudes, all of the items on the survey were responded to on 6-point Likert scales which did not include a mid-point. Data were collected from 504 full-time employees who came from enterprises and institutions located in Guangzhou, Shenzhen, Changsha and Qingdao. Cronbach’s alpha coefficients for the above measures were from 0.84 to 0.93, showing good measurement reliabilities. Results of confirmatory factor analysis indicated the discriminant validity of the measurement was also satisfactory. Structural equation modeling (SEM) and total effect moderation model were utilized to analyze the data for testing the hypotheses proposed.
In line with predictions, results of SEM analysis revealed that abusive supervision had a significant negative influence on both promotive and prohibitive voice behavior. However, the effects of abusive supervision on the two kinds of voice behavior were transmitted through different mechanisms. Specifically, abusive supervision’s negative effect on promotive voice was fully mediated by perceived organizational support, while its negative effect on prohibitive voice was fully mediated by perceived organizational support and psychological safety. In addition, results of total effect moderation model analysis suggested subordinates’ perception of supervisory status in organizations significantly moderated the relationship between abusive supervision and perceived organizational support. Abusive supervision was more strongly associated with perceived organizational support when subordinates perceived higher supervisory status. Meanwhile, the indirect effects of abusive supervision on promotive and prohibitive voice mediated by perceived organizational support or psychological safety were also stronger when perceived supervisory status was higher. Finally, the theoretical and managerial implications of the findings, limitations, and future research directions were discussed.

Key words: voice behavior, abusive supervision, perceived organizational support, psychological safety, perceived supervisory status

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