认知-动机-关系理论视角下辱虐管理对员工留职的作用机制研究

Stay Here or Walk Away?The Mechanism of Abusive Supervision on Victim’s Retention from the Perspective of Cognitive-Motivational-Relational Theory

大多数员工在经历辱虐管理后仍选择“留下来”的普遍现象,反映出员工更倾向于通过积极的应对策略来减轻辱虐管理造成的伤害。鉴于此,基于认知-动机-关系理论,采用多时点的研究设计,以309名员工为对象,通过结构方程模型对所收集的数据进行分析,以探究领导的辱虐管理对员工继续留职工作的影响,以及其间的情绪反应、转变机制和权变因素。研究结果表明:领导的辱虐管理会负向影响员工的留职;员工的宽恕正向影响留职;员工的愤怒和宽恕在领导的辱虐管理对员工留职的负向影响中起到了关键的中介作用;员工对领导的权力依赖会强化他们对辱虐管理的愤怒反应;领导的负面职场八卦不利于员工情绪由愤怒向宽恕的转变。

Considering that employees continue to work for an organization after being subjected to abusive supervision, a common occurrence, representing the employees try to use positive coping strategies to lessen the damage done by abusive supervision. Based on the cognitive-motivational-relational theory, this study collects the data from 309 employees at multiple time points and analyzes it using a structural equation model to determine the effect of abusive supervision on retention as well as the emotional and cognitive mechanisms and moderators. The results show that abusive supervision behavior negatively affects their retention behavior;subordinates’ forgiveness positively affects their retention behavior;anger and forgiveness sequentially mediate the negative relationship between abusive supervision behavior and retention behavior;the follower’s power dependence on the leader strengthens their anger response to abusive supervision behavior;and negative workplace gossip about supervisors would hinder the change from anger to forgiveness.