辱虐管理与员工离职倾向：有调节的中介模型
文献类型：学位论文
| 作者 | 王媛 |
| 答辩日期 | 2021-07 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院心理研究所 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李锋 |
| 关键词 | 辱虐管理 领导排斥感 离职倾向 领导认同 |
| 学位名称 | 理学硕士（同等学力硕士） |
| 学位专业 | 应用心理学 |
| 其他题名 | Abusive Supervision on Turnover Intentions of Employees: A Moderated Mediation Model |
| 中文摘要 | In recent years, the phenomenon of leadership on employees' mind control by continual media exposure. The leader by weakening the employee's self-esteem and confidence, malicious evaluation of the employee's working ability and value, make employees negative emotions and mental pain for a long time, even if the employees have good work, still can often produce self-denial and self-doubt, it has a serious impact on employees' mental health and career development. With this phenomenon increasing in enterprise management, the research direction of leadership theory has shifted from the previous positive leadership behavior to destructive leadership behavior, and more and more researchers have begun to pay attention to the negative consequences of leaders' negative behaviors on employees and organizations. Abusive supervision is a typical representative of destructive leadership behaviors. Existing studies have proved that abusive supervision leads to a variety of negative outcomes for employees. Among them, the mechanism of abusive supervision and employee turnover intention has attracted extensive attention. Although some studies have found that there is a significant positive relationship between abusive supervision and turnover intention of employees, the research on the influence mechanism of abusive supervision on turnover intention still needs to be improved.At present, there are relatively few researches on abusive supervision based on self-identity theory, and the mechanism of perceived supervisor ostracism as a mediating variable is also relatively few. Therefore, first of all, it is necessary to read domestic and foreign literature on abusive supervision, workplace ostracism and self-identity, and then sort out the mediating variables and moderating variables mentioned in the research, so as to put forward the research hypothesis and build a moderated mediation model. This study studies the mechanism between abusive supervision and employee's turnover intention from two aspects. On the one hand, it explores how abusive supervision promotes turnover intention through perceived supervisor ostracism; On the other hand, explain the moderating effect of employee self-identity, which is identification with leader.In this study, demographic variables and mature scales at home and abroad were used to compile questionnaires, including abusive supervision scale, workplace ostracism scale, turnover intention scale and identification with leader scale, through online questionnaire platform to generate and invite full-time staff to complete the questionnaire. The results of analysis on the data from 299 fulltime employees suggested that:(1) abusive supervision had a significant positive effect on employees' perceived supervisor ostracism;(2) perceived supervisor ostracism has a significant positive effect on turnover intention, and plays a mediating role between abusive supervision and turnover intention;(3) identification with leader positively moderates the relationship between abusive supervision and perceived supervisor ostracism, and the mediating role of identification with leader.The results show that abusive supervision can stimulate employees' perceived supervisor ostracism, and then promotes the turnover intention of employees. The higher the level of abusive supervision, the stronger the perceived supervisor ostracism, and the stronger the employee's turnover intention. In addition, identification with leader positively moderates the positive relationship between abusive supervision and perceived supervisor ostracism, and the mediating effect of perceived supervisor ostracism, specifically, with higher identification with leader, employees perceived more supervisor ostracism caused by abusive behaviors and then had stronger turnover intention. |
| 英文摘要 | 近些年，领导对员工施加精神控制的现象不断被媒体曝光，领导者通过削弱员工的自尊和自信，恶意评价员工的工作能力和价值，使员工长期处于消极情绪和心理痛苦，即使员工已经出色地完成工作任务，依然会时常产生自我否定和自我怀疑，给员工的心理健康和职业发展都带来严重影响。随着这种现象在企业管理中日益增多，领导理论研究方向从以往的积极领导行为转向破坏型领导行为，越来越多的研究者开始关注领导的负面行为对员工和组织造成的负性后果。辱虐管理是破坏型领导行为的典型代表，现有研究已经证实辱虐管理导致多种员工负性结果的发生，其中，辱虐管理与员工离职倾向的机制研究得到广泛关注。尽管已有研究发现，辱虐管理与员工离职倾向呈显著的正向关系，但是辱虐管理对离职倾向的影响机制研究尚需完善。目前，基于自我认同理论的辱虐管理研究相对较少，领导排斥感作为中介变量的机制研究也相对较少。因此，首先需要阅读辱虐管理、职场排斥和自我认同相关的国内外研究文献，然后，梳理出现有研究提及的中介变量、调节变量和各变量间的关系，从而提出研究假设，构建出一个有调节的中介模型。本研究从两个方面开展辱虐管理与员工离职倾向的机制研究，一方面，探索辱虐管理如何通过领导排斥感促使员工产生离职倾向；另一方面，解释领导认同这一员工自我认同特征在其中发挥怎样的调节作用。本研究采用人口统计学变量和国内外成熟量表编制调查问卷，包括辱虐管理量表、领导排斥感量表、离职倾向量表和领导认同量表，通过线上问卷平台生成问卷，并邀请全职员工参与问卷调查，共收集299份有效问卷。研究结果表明：（1）辱虐管理对员工的领导排斥感有显著正向影响；（2）领导排斥感对员工离职倾向有显著正向影响，并且在辱虐管理与离职倾向之间起到中介作用；（3）领导认同正向调节辱虐管理与领导排斥感的关系，以及领导排斥感的中介作用。研究证实，辱虐管理能够激发员工察觉到的领导排斥感，继而引起员工离职倾向的增加，辱虐管理水平越高，员工感知到的领导排斥感越强，使员工产生的离职倾向越强。此外，领导认同正向调节辱虐管理与领导排斥感之间的正向关系，以及领导排斥感的中介效应，即对领导认同水平较高的员工而言，辱虐管理所引发的领导排斥感知更强，进而导致员工产生更为强烈的离职倾向。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/41612]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 王媛. 辱虐管理与员工离职倾向：有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021. |
入库方式： OAI收割
来源：心理研究所
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