辱虐管理对员工人际偏差行为的影响及其作用机制研究

Effect of Abusive Supervision on the Employee Interpersonal Deviance and Its Mechanisms

以一家大型制造企业的229名员工为样本,从"压力源-紧张状态-后果"的视角,基于社会交换理论,研究辱虐管理对员工人际偏差行为的影响,并进一步分析了工作压力与自我控制能力在以上关系中所起的中介和调节作用。研究发现,辱虐管理作为员工工作生活中的压力源之一,对工作压力有显著的正向影响,进而导致员工产生人际偏差行为;员工自我控制能力可以调节工作压力与人际偏差行为之间的关系,较高的自控水平不仅可以削弱工作压力对人际偏差行为的正向影响,还可以弱化工作压力在辱虐管理与人际偏差行为之间所起的中介效应。

From the perspective of＇ Stressor-Strain-Outcome＇ and the social exchange theory, this study investigated the effect of abusive supervision on employee interpersonal deviance by focusing on the mediating role of job tension and the moderating role of self-control. Based on the data collected from 229 employees in a large manufacturing company, it was found that abusive supervision, a kind of work stressor, had a positive effect on job tension and then on employee interpersonal deviance. Employ self-control moderated the relationship between job tension and interpersonal deviance. High level of self-control can weaken the direct effect of job tension on interpersonal deviance and the indirect effect of abusive supervision on interpersonal deviance.