辱虐管理与员工主动创新行为研究:基于动机和能力信念视角

The Study Abusive Supervision and Employee Active Innovation Behavior:Based on Motivation and Ability Belief

基于动机和能力信念视角,构建辱虐管理与员工主动创新行为的多重中介模型,并以成渝双城经济圈内保险、证券、银行等金融行业中的336名企业基层员工为研究对象,对该理论模型进行实证检验。结果发现:辱虐管理对员工主动创新行为具有显著负向影响。其中,内在动机、亲社会动机、自我效能感在两者之间均发挥部分中介作用。即辱虐管理会降低员工内在动机、亲社会动机及自我效能感,而较低水平的内在动机、亲社会动机及自我效能感又会进一步降低员工的主动创新行为。

Based on the perspective of motivation and ability belief,this paper constructs a multiple mediation model between abusive supervision and employee active innovation behavior,and the data from 336 front-line employees who come from insurance,securities,banks and other financial industries in Chengdu-Chongqing Twin-City Economic Circle was used to support our framework.The empirical results indicated that abusive supervision has a significant negative impact on employee active innovation behavior.Among them,intrinsic motivation plays a partial mediating role between the two;prosocial motivation plays a partial mediating role between the two;self-efficacy plays a partial mediating role between the two.Specifically,abusive supervision will reduce employees'intrinsic motivation,prosocial motivation and self-efficacy,while lower level of intrinsic motivation,prosocial motivation and self-efficacy will further reduce employees'active innovation behavior.