领导非权变惩罚行为对员工组织认同影响的实证研究

An Empirical Study on the Effects of Leadership Non-contingent Punishment on Employee Organizational Identification

惩罚是企业常见的管理手段,但是对其影响后果的实证研究颇为鲜见。本研究旨在探讨领导非权变惩罚行为对员工组织认同的影响,以及员工组织公平感知的中介作用和组织沟通开放性的调节作用。基于制造企业一手数据的实证研究表明,领导非权变惩罚行为对员工的组织认同具有显著的负向影响,组织公平感知在其中起到了中介作用。组织沟通开放性对于非权变惩罚行为与组织公平感知的调节作用并不显著,但对组织公平感知与组织认同的关系具有显著的弱化调节效应。有调节的中介效应检验结果表明,组织沟通开放性对组织公平感知的中介作用具有调节效应。论文讨论了研究结论和管理启示,并对未来研究进行了展望。

Punishment is very normal as a management method in organizations. However, there is little empirical research on this issue. This study aims to explore the leadership non-contingent punishment on employee organizational identification as well as the mediating role of perceived organizational justice and the moderating role of organizational communication openness. Based on the primary data of a large manufacturing company, this study finds out that the leadership non-contingent punishment has a significant negative effect on the employees' organizational identification. The perceived organizational justice mediates the relationship. The moderating role of organizational communication openness on the relationship of leadership non-contingent punishment and perceived organizational justice is not supported. However, it negatively moderates the relationship between perceived organizational justice and organizational identification.The results show that the organizational communication openness moderates the mediating role of perceived organizational justice. At the end of this paper, we discuss the results and put forward the implications for the management practice as well as for the future research.