作　　者： ; ; ;

机构地区： 中国人民大学劳动人事学院

出　　处： 《商业经济与管理》 2013年第3期45-53,共9页

摘　　要： 与以往基于社会交换、社会心理和社会比较视角的研究不同,文章基于社会认定视角,考察了下属对领导的认同在辱虐管理与下属工作绩效和离职意愿关系中的中介作用,以及下属权力距离导向在这一过程中的调节作用。以296名下属及其直接上司为研究对象,结果发现:(1)辱虐管理会降低下属对领导的认同,并通过领导认同的中介作用对工作绩效和离职意愿产生影响;(2)下属权力距离导向会调节辱虐管理与领导认同的关系,表现为对低权力距离导向的下属来说,辱虐管理对领导认同的负向影响相对更强。文章从新的理论视角解释了辱虐管理的作用,揭示了辱虐管理影响下属工作绩效和离职意愿的内在机制和作用条件。 Most of previous researches try to explain the mechanism of abusive supervision from three perspectives： social exchange theory,social psychological theory and social comparative theory.Drawing on social identity theory,this study investigated the mediating role of the follower＇s identification with the leader（i.e.,leader identification） between the relationship of abusive supervision and followers＇ job performance and turnover intention in a sample of 296 employees and 71 employers.The results indicated that：（1） leader identification mediated the relationship between abusive supervision and follower job performance and turnover intention.（2） Power distance moderated the relation between abusive supervision and leader identification in such a way that abusive supervision demonstrated stronger negative influence on leader identification for followers lower in power distance.In total,the study investigated the process of abusive supervision from a new theoretical perspective,and revealed some new underlying mechanism and boundaries condition between abusive supervision and follower job performance and turnover intention.

关 键 词： 辱虐管理 工作绩效 离职意愿 领导认同 权力距离导向

领　　域： [经济管理] [经济管理]