管理者的雇佣歧视:辱虐管理分化的影响

Employment Discrimination of Managers:The Impact of Abusive Management Differentiation

管理者的雇佣歧视不仅潜在危害大、持续时间长,更会引起职场排斥与职场欺凌,大大降低员工的工作满意度以及生活满意度。现有研究往往模糊了雇佣歧视与辱虐管理之间的内涵界限,导致概念之间的界限不清、关系不明。本文在界定辱虐管理分化概念的基础上,试图以领导成员交换理论和社会认同理论为基础,解释辱虐管理分化的内部机制以及对管理者雇佣歧视的影响。研究结果表明,管理者的辱虐管理分化可以被解释为在管理者个人层面上的辱虐管理与内部人身份感知对领导成员交换社会比较存在显著的交互效应机制,领导成员交换社会比较对管理者雇佣歧视存在显著的正向影响,领导成员交换社会比较在辱虐管理与雇佣歧视之间存在显著的中介作用。上述结论说明,管理者的辱虐管理会通过影响领导成员交换社会比较,形成员工感受到的辱虐管理分化,这种差异是雇佣歧视产生的重要原因。因此,在反雇佣歧视的治理中,抑制管理者在部门中实施辱虐管理是工作重点,避免辱虐管理情境下部门形成小圈子的管理氛围也是必要的治理路径。

Employment discrimination by managers is not only potentially harmful and long-lasting,but also causes rejection and bullying in the workplace,which greatly reduces employees'job satisfaction and life satisfaction.Previous studies have often blurred the boundary between employment discrimination and abusive supervision,which results in unclear mechanisms and relationships between concepts.Based on the concept of abusive supervision differentiation,this study attempts to explain the internal mechanism of abusive supervision differentiation and its influence on managers'employment discrimination based on the leader-member exchange theory and social identity theory.The results show:managers'abusive supervision differentiation can be explained as a significant interactive mechanism between abusive supervision and perceived insider status on the individual level of managers and the leader-member exchange social comparison.The leader-member exchange social comparison has a significant positive effect on the manager employment discrimination,and the leader-member exchange social comparison mediates between abusive supervision and employment discrimination.The above conclusion indicates that managers'abusive supervision can influence leader-member exchange social comparison,forming the abusive supervision differentiation felt by employees,which is an important reason for employment discrimination.Therefore,in the governance of anti-employment discrimination,it is the focus of the work to restrain managers from implementing abusive supervision in the department,and it is also a necessary governance path to avoid the formation of‘small circle’management atmosphere in the department under the situation of abusive supervision.