辱虐管理对员工工作投入的影响: 一个被调节的中介模型

The Impact of Abusive Supervision on Employees Work Engagement:A Moderated Mediation Model

探寻影响员工工作投入的消极前因并有效规避,对于引导员工工作投入至关重要。基于社会交换理论和情感事件理论,构建了一个被调节的中介模型。探究了辱虐管理对员工工作投入的作用机制,并分别检验了心理契约违背的中介作用及公平敏感性的调节作用,结合331份企业微观数据进行回归分析后发现:辱虐管理负向预测员工的工作投入水平,心理契约违背在两者之间具有中介作用;公平敏感性正向调节了辱虐管理与员工工作投入之间的关系、辱虐管理与员工心理契约违背之间的关系,以及心理契约违背在辱虐管理与员工工作投入之间的中介作用。从员工管理的角度出发,探索了影响员工工作投入的消极前因,为组织提升员工工作投入水平提供启示。

Exploring and efficiently avoiding the negative antecedents that impact employee work engagement is critical to guiding employees work engagement.Based on social exchange theory and affective event theory,a mediated mediation model is constructed.The effect of abusive supervision on employee job engagement is investigated in this research,as well as the mediating influence of psychological contract breach and the moderating effect of fairness sensitivity.After analyzing 331 corporate microdata,it was discovered that abusive supervision adversely affects employees work engagement,with psychological contract breach serving as a mediating factor.Fairness sensitivity positively moderates the relationship between abusive management and employees work engagement,the relationship between abusive management and employee psychological contract violation,and the mediating role of psychological contract violation between abusive management and employees work engagement.From the perspective of leadership style,this paper explores the negative antecedents that affect employees workengagement,enriches the research on the effect of abusive management on employees work engagement,and provides inspiration for organizations to improve the level of employees workengagement.