破坏型领导:何时危害性更大——关系取向及工具性对破坏型领导与强制性公民行为的调节作用

The Contingent Effects of Abusive Supervision on Compulsory Citizenship Behavior:A Study of Moderators

本研究通过配额样本探讨了破坏型领导和强制性公民行为的关系,并识别出了两个影响两者关系大小的权变因素。本文通过对同源偏差进行严格的事前和事后控制,保证了样本的有效性。研究结果表明:(1)破坏型领导与强制性公民行为正相关,并且相关系数大于西方研究。(2)关系取向反向调节了破坏型领导和强制性公民行为之间的关系。(3)工具性则对以上二者关系起正向调节作用。在人力资源管理启示中,我们讨论了本研究对管理实践的指导意义。

This study explores the relationship between abusive supervision and compulsory citizenship behavior （CCB） by a quota sample, and identifies the two contingent factors that affect their relationship. We have a strict pre- and post-control for common meth- od variance so as to ensure the validity of the sample. After controlling the possible influences such as common method variance and social desirability, the main conclusions are as follows： The re- suits show that： （1） Abusive supervision is positively correlated with compulsory citizenship behavior, the higher abusive supervision is, the greater the possibility of subordinate shows CCB, and their correlation coefficient is greater than the West equivalent. （2） Rela- tional orientation is a reverse moderator on the relationship between abusive supervision and compulsory citizenship behavior, that is, compare with the staff who is high relational orientation, those ones low orientation embody stronger relationship between abusive su- pervision and CCB.（3） Instrumental values is a positive moderator on the above relationship, those employees who is high instrumental tendency（rather than low instrumental tendency）, are more likely to show CCB under boss＇s abusive supervision. For the suggestion of human resource management, we discuss the guiding significance on the management practices： （1） Reminding managers value CCB in organization and its influencing factor--abusive supervision. （2） For employees who have different behavior characteristics should be the distinction, targeted measures. to employee relational orientation Managers should pay attention level and instrumental motivation as possible. On one hand, those employees with low relational orientation is more sensitive to CCB facing abusive supervision, so leaders should, through the strengthening of communication, team cooperation, make the staff pay attention to interpersonal relation-ship, thus reducing the citizenship behavior forced perception. On the other hand, employees high instrumental tendency are more likely to exhibit CCB, so leaders can adjust the evaluation methods, such as 360°evaluation, let colleagues, superiors, subordinates, staff get involved in the evaluation, and through the test, training staff to form the right of citizen consciousness, so as to make this kind of people reduce instrumental motivation.