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管理者不当管理行为研究述评 被引量：2

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摘要 管理者的不当管理行为对下属的心理反应及相关工作态度与行为存在一定的影响。文章对不当管理相关研究进行了分析、总结和预测,并提出了相应的干预和应对措施。
作者 陈伟娜 凌文辁 李锐
机构地区 暨南大学
出处 《中国人力资源开发》 CSSCI 北大核心 2009年第4期9-11,共3页 Human Resources Development of China
关键词 不当管理 管理行为 员工心理
分类号 C93 [经济管理—管理学]
  • 相关文献

参考文献14

  • 1龙立荣,刘亚.组织不公正及其效果研究述评[J].心理科学进展,2004,12(4):584-593. 被引量：60
  • 2吴宗佑.由不当督导到情绪枯竭:部署正义知觉与情绪劳动的中介效果[J].中华心理学刊,2008,50:201-221.
  • 3Aryee, S, Chen, Z X, Sun L Y, Debrah, Y A. Antecedents and outcomes of abusive supervision: Test of a trickle-down model Eli. Journal of Applied Psychology, 2007, 92: 191-201.
  • 4Hmieleski, K. M., & Ensley, M. D. The effects of entrepreneur abusive supervision [J]. Academy of Management Proceedings, 2007, 1-6
  • 5Mitchell, M S, Ambrose, M L. Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs [J]. Journal of Applied Psychology, 2007, 92: 1159-1168.
  • 6Tepper, B J. Consequences of abusive supervision [J].Academy of Management Journal, 2000, 43:178-190.
  • 7Tepper, B J. Abusive supervision in work organizations:Review, synthesis, and research agenda [J]. Journal of Management, 2007, 33: 261-289.
  • 8Tepper, B J, Duffy, M K, Henle, C A, Lambert, L S.Procedural injustice, victim precipitation, and abusive supervision [J]. Personnel Psychology, 2006, 59: 101-123.
  • 9Tepper, B J, Duffy, M, Hoobler, J, Ensley, M.Moderators of the relationships between coworkers organizational citizenship behavior and fellow employees attitudes [J]. Journal of Applied Psychology, 2004, 89: 455?465.
  • 10Tepper, B J, Duffy, M K, Shaw, J D. Personality moderators of the relationship between abusive supervision and subordinates' resistance [J]. Journal of Applied Psychology, 2001, 86: 974-983.

二级参考文献15

  • 1[1]Robinson S L, Bennett R J. A typology of deviant workplace behaviors: a multidimensional scaling study. Academy of Management Journal, 1995, 38:555～572
  • 2[2]Greenberg J. Employee theft as a reaction to underpayment inequity: the hidden cost of pay cuts. Journal of Applied Psychology, 1990,75:561～568
  • 3[3]Greenberg J, Stealing in the name of justice: informational and interpersonal moderators of theft reactions to underpayment inequity.Organizational Behavior and Human Decision Processes, 1993, 54:81～103
  • 4[4]Greenberg J. Who stole the money, and when? Individual and situational determinants. Organizational Behavior and Human Decision Processes, 2002, 89(1): 985～1003
  • 5[5]Skarlicki D P, Folger R. Retaliation in the workplace: the roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 1997, 82:434～443
  • 6[6]Skarlicki D P, Folger R, Tesluk P.Personality as a moderator in the relationship between fairness and retaliation . Academy of Management Journal ,1999, 42:100～108
  • 7[7]Tepper B J. Health consequences of organizational injustices: Test of main and interactive effects . Organizational Behavior and Human Decision Processes, 2001, 86(2):197～215
  • 8[8]De Boer E M, Bakker A B, Syroit J E, Schaufeli W B. Unfairness at work as a predictor of absenteeism. Journal of Organizational Behavior, 2002, 23:181～197
  • 9[9]Jawahar I M. A model of organizational justice and workplace aggression. Journal of Management, 2002, 28(6): 811～834
  • 10[14]Leung K, Smith P B, Wang Z M, Sun H F. Job satisfaction in joint venture hotels in China: An organizational analysis. Journal of International Business Studies, 1996, 27:947～962

共引文献60

同被引文献42

  • 1尚致远,张天雪.教育督导,还是教育辅导?——两种教育行政控制理念之比较[J].北方论丛,1998(2):107-110. 被引量：5
  • 2李德龙.我国现行教育督导制度的反思[J].当代教育科学,2004(16):34-37. 被引量：14
  • 3曹德品,徐维廉,王丽娟.“三督一体多方位”教学督导模式[J].中国高等医学教育,2005(5):47-48. 被引量：16
  • 4叶翠.“三督一体全方位”教学督导模式探索与实践[J].高等教育研究（成都）,2006,22(4):71-72. 被引量：17
  • 5吴宗佑,周丽芳,郑伯埙.(2008).主管的权威取向及其对部属顺从与畏惧的知觉对威权领导的预测效果.本土心理学研究,30,65-115.
  • 6TEPPER B J. Consequences of Abusive Supervision [J]. Academy of Management Journal, 2000, 43 (2) : 178-190.
  • 7HARRISA K J, KACMARB K M, ZIVNUSKA S. An Investigation of Abusive Supervision as a Predic- tor of Performance and the Meaning of Work as a Moderator of the Relationship [J]. The Leadership Quarterly, 2007, 18(8):252-263.
  • 8MITCHELL M S, AMBROSE M L. Abusive Super- vision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs [J]. Journal of Applied Psychology, 2007, 92(4)..1 159-1 168.
  • 9NEAL A, GRIFFIN M A. Perceptions of Safety at Work: Developing a Model to Link Organizational Safety Climate and Individual Behavior [C]//The 12th Annual Conference of the Society for Industrial and Organizational Psychology: Missouri, 1994: 127-150.
  • 10RONALD J,BURKE A. It's Not How Hard You Work but How You Work Hard: Evaluating Worka- holism Components [J]. International Journal of Stress Management, 1999, 6(4):225-239.

引证文献2

二级引证文献9

中国人力资源开发
2009年 第4期

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