辱虐管理与员工离职倾向的关系:一项元分析

The Relationship between Abusive Supervision and Employee Turnover Intention:A Meta-Analysis

本研究基于认知—情感人格系统理论,对56个关于辱虐管理与员工离职倾向的实证研究和176个效应值(样本容量共计19094个)进行系统梳理,采用元分析结构方程模型的方法得到以下研究结论:辱虐管理对员工离职倾向具有显著的促进作用;消极情感体验和消极社会认知在辱虐管理与员工离职倾向之间起中介作用;代际差异和行业类别能够调节辱虐管理与员工离职倾向之间的关系,新生代员工在受到辱虐管理时比非新生代员工表现出更强的离职倾向,服务行业员工在受到辱虐管理时比非服务行业员工表现出更强的离职倾向。上述研究结论对于辱虐管理与员工离职倾向关系的理论研究和管理实践具有一定的指导意义。

Drawing on the cognitive-affective personality system theory,this study systematically reviewed 56 empirical studies and 176 effect sizes(with a total sample size of 19094)on the relationship between abusive supervision and employee turnover intention.By employing the meta-analytic structural equation modeling approach,the study obtained the following interim conclusions:abusive supervision significantly promotes employee turnover intention;negative affective experience and negative social cognition mediate the relationship between abusive supervision and employee turnover intention;generational differences and industry category moderate the relationship between abusive supervision and employee turnover intention.The younger generation employees show a stronger intention to leave when experiencing abusive supervision compared to non-younger generation employees,and service industry employees exhibit a stronger intention to leave when experiencing abusive supervision compared to non-service industry employees.These research findings have certain guiding significance for the theoretical research and management practice regarding abusive supervision and employee turnover intention.