摘要
以江苏省两家大型民营企业集团中的532名员工及其89名主管为研究对象,探讨辱虐型领导对员工创造力的影响,讨论和检验员工传统性和组织宽容氛围在以上关系中所起的调节和中介作用,构建了中介性调节作用模型。结果表明:员工传统性在辱虐型领导与员工创造力之间起到了方向调节作用;对于低传统性员工而言,辱虐型领导制约了员工的创造力;但是对于高传统性员工,辱虐型领导在某种程度上激发了员工的创造力,并且这一调节作用被组织宽容氛围部分中介。
Based on data from a sample of 532 employees and 89 managers from two large scale private enterprises in Jiangsu province,this paper investigated the moderating effect of employee traditionality and mediating effect of organizational forgiveness climate on the relationship between abusive supervision and employee creativity. Results showed that employee traditionality moderated the relationship of abusive supervision on employee creativity,and the effect was partially mediated by organizational forgiveness climate.
出处
《软科学》
CSSCI
北大核心
2015年第10期96-100,共5页
Soft Science
基金
国家自然科学基金青年项目(71502085
71202064)
教育部人文社会科学基金项目(12YJC630155
12YJC630321)
关键词
辱虐型领导
员工传统性
组织宽容氛围
员工创造力
abusive supervision
employee traditionality
organizational forgiveness climate
employee creativity
