领导者非权变惩罚行为、组织政治知觉与员工额外努力意愿的关系——情感信任的调节效应

Relations of Leaders' Non-contingent Punishment,Employees' Perceptions of Organization Politics and Employees' Willingness to Extra Work: The Moderating Role of Emotional Trust

通过惩罚手段增加员工工作投入和努力在中国制造业中是一种常见的现象。但是这种惩罚行为是否能够如愿,学术界的深入研究还很少。基于制造企业的实证研究表明,领导者的非权变惩罚行为会负向影响员工的额外努力意愿,员工组织政治知觉在其中起到中介作用。员工对领导的情感信任则正向调节了非权变惩罚行为与员工组织政治知觉之间的关系,即情感信任加深了组织政治知觉在非权变惩罚行为和员工额外努力意愿之间的中介传导效应。

It's common for companies to enhance employees'involvement and effort by punishment in the manufacturing industry of China.However,does the punishment work?There is little extensive study on this topic.Based on related theories,this paper examined the effect of leaders'non-contingent punishment on employees'willingness to extra work,as well as the mediating role of employees'perceptions of organization politics and the moderating role of emotional trust.Through the empirical study on manufacturing industry,we found that the leaders'non-contingent punishment negatively affected the employees'willingness to extra work and the employees'perceptions of organization politics played a mediating role in the process.Besides,the employees'emotional trust in leaders positively moderated the relationship of non-contingent punishment and perceptions of organization politics,i.e.,the emotional trust strengthened the mediating role of employees'perceptions of organization politics in the relationship of non-contingent punishment and employees'willingness to extra work.Finally,this paper discussed the study results,and put forward implications for practices and suggestions for the future research.