作　　者： ; ; ; ;

机构地区： 上海财经大学国际工商管理学院

出　　处： 《管理评论》 2013年第8期151-159,共9页

摘　　要： 辱虐管理是近年来备受国内外学术界关注的一种负向领导行为。已有的辱虐管理研究都集中在个体层面,侧重于关注辱虐管理对于员工心理健康、工作态度和工作行为的影响等,至今未有研究关注辱虐管理对于团队层面结果变量的影响。以我国10家制造型企业中的95个团队为实证研究对象,本文探讨了辱虐管理对团队绩效的影响,并以Cohen和Bailey提出的团队效能启示模型(Heuristic Model of Team Effectiveness)为基础,进一步分析了团队沟通及团队集体效能在其中所起的中介作用。层级回归分析结果表明,辱虐管理对团队绩效具有显著的负向影响,团队沟通和团队集体效能在辱虐管理与团队绩效之间的关系中起着完全中介的作用。 Abusive supervision is increasingly receiving research attentions in Western academy of management. Existing studies of abusive supervision are all conducted at the individual level to investigate its influence on employees＇ psychological, attitudinal and behavioral outcomes. Up to now there have been no studies that focus on abusive supervision＇s effects on team level outcomes. Based upon data collected from 95 teams of ten manufacturing companies, the current study investigates the abusive supervision-team performance linkage. Enlightened by the heuristic model of team effectiveness, we further examine the mediating roles played by team communication and efficacy. Hierarchical regression modeling results show that abusive supervision has a negative effect on team performance, which can be fully mediated by team communication and efficacy.

关 键 词： 辱虐管理 团队沟通 团队集体效能 团队绩效

领　　域： [经济管理] [经济管理]