辱虐管理对安全绩效的曲线效应:领导信任的调节作用*

doi:10.16265/j.cnki.issn 1003-3033.2021.11.001

摘要/Abstract

摘要： 为深入探究安全绩效与辱虐管理之间的作用关系,打破现有研究仅关注二者之间线性作用的壁垒,更好地提高员工安全绩效,以258名高危行业企业员工为调查对象,基于激活理论,实证检验辱虐管理对安全绩效的曲线效应以及领导信任的边界作用。结果表明:辱虐管理对安全绩效有倒U型影响;领导信任调节了辱虐管理与安全绩效之间的关系,即辱虐管理与安全绩效之间的倒U型关系只有在高水平领导信任条件下存在;有效控制领导辱虐管理程度、提高员工领导信任水平,能够充分发挥辱虐管理的积极作用,提高安全绩效。

关键词: 辱虐管理, 安全绩效, 领导信任, 曲线效应, 倒U型

Abstract: In order to further explore the relationship between abusive supervision and safety performance, break the barrier of existing research which only focuses on linear effect between the two so as to better improve employee safety performance, with 258 employees in high-risk industries as research object, curvilinear effect of abusive supervision on safety performance and boundary effect of trust in leadership were empirically examined based on activation theory. The results show that abusive supervision has an inverted U-shaped effect on safety performance, while trust in leadership regulates relationship between them, that is, the inverted U-shaped relationship between them only exists under condition of high level of trust in leadership. Effectively controlling degree of abusive supervision and improving trust in leadership can give full play to the positive role of abusive management and improve safety performance.

Key words: abusive supervision, safety performance, trust in leadership, curve effect, inverted U-shaped

中图分类号:

X915.2

冯亚娟, 邢仲超. 辱虐管理对安全绩效的曲线效应:领导信任的调节作用^*[J]. 中国安全科学学报, 2021, 31(11): 1-8.

FENG Yajuan, XING Zhongchao. Curve effect of abusive supervision on safety performance: moderating role of trust in leadership[J]. China Safety Science Journal, 2021, 31(11): 1-8.

参考文献

[1] 高伟明,曹庆仁,许正权.伦理型领导对员工安全绩效的影响:安全氛围和心理资本的跨层中介作用[J].管理评论,2017,29(11):116-128.
GAO Weiming, CAO Qingren, XU Zhengquan. The impact of ethical leadership on employee safety performance: the cross-level mediating effect of safety climate and psychological capital [J]. Management Review, 2017,29(11):116-128.
[2] KANG Liangguo, WU Chao, LIAO Xiuping, et al. Safety performance and technology heterogeneity in China's provincial construction industry[J]. Safety Science, 2020, 121:83-92.
[3] 牛莉霞,刘勇,李乃文.正念对安全绩效影响的链式中介机制分析[J].中国安全科学学报,2020,30(6):14-22.
NIU Lixia, LIU Yong, LI Naiwen. Analysis on chain intermediary mechanism of mindfulness's influence on safety performance[J]. China Safety Science Journal, 2020, 30(6):14-22.
[4] 李生才,笑蕾.2020年9—10月国内生产安全事故统计分析[J].安全与环境学报,2020,20(6):2 449-2 451.
LI Shengcai, XIAO Lei. Statistics of industrial accidents in China during the period from September to October in 2020[J]. Journal of Safety and Environment, 2020, 20(6):2 449-2 451.
[5] 陈华仲,刘素霞,梅强.安全领导力对员工安全行为影响的元分析[J].中国安全科学学报,2020,30(5):7-13.
CHEN Huazhong, LIU Suxia, MEI Qiang. Meta-analysis on impact of safety leadership on employees' safety behavior[J]. China Safety Science Journal, 2020, 30(5):7-13.
[6] 李锋,韩明.安全变革型领导、安全效能感与安全绩效的关系:基于焦化企业的实证研究[J].安全与环境学报,2020,20(3):1 021-1 027.
LI Feng, HAN Ming. Comparative quality relations among the safety-specific transformational leadership, the safety-specific self-efficacy and the safety performance:an empirical research based on coking and chemical enterprise[J]. Journal of Safety and Environment, 2020, 20(3):1 021-1 027.
[7] 李仰霞,吴玄娜,李锋.团队变革型领导对安全结果影响机制的研究[J].中国安全科学学报,2017,27(1):146-150.
LI Yangxia, WU Xuanna, LI Feng. Influence mechanism of team-level transformational leadership on individual-level safety outcomes: an empirical study based on oilfield company[J]. China Safety Science Journal, 2017,27(1):146-150.
[8] 王国辉,李荣彬.辱虐管理视角下企业员工安全行为测量及影响因素研究[J].西安财经学院学报,2017,30(4):37-43.
WANG Guohui, LI Rongbin. An empirical study on the measurement and the influencing factors of enterprise employee safety behavior under the perspective of abusive management[J]. Journal of University of Finance and Economics, 2017, 30(4):37-43.
[9] 李乃文,刘健,牛莉霞.基于链式中介效应的辱虐管理与安全绩效关系研究[J].安全与环境学报,2019,19(1):71-77.
LI Naiwen, LIU Jian, NIU Lixia. On the mutual relation between the abusive management and the security performance based on the chain mediation effect[J]. Journal of Safety and Environment, 2019, 19(1):71-77.
[10] 李乃文,刘孟潇,牛莉霞.辱虐管理对安全绩效的影响:心理痛苦和心智游移的链式中介作用[J].软科学,2019,33(9):60-63.
LI Naiwen, LIU Mengxiao, NIU Lixia. Effects of abusive supervision on safety performance: the chained mediation of psychological distress and mind wandering[J]. Soft Science, 2019, 33(9):60-63.
[11] FLEISHMAN E A, HARRIS E F. Patterns of leadership behavior related to employee grievances and turnover: some post hoc reflections[J]. Personnel Psychology, 1998, 51(4):825-834.
[12] ZHANG Jialiang, LIU Jun. Is abusive supervision an absolute devil? literature review and research agenda[J]. Asia Pacific Journal of Management, 2018, 35(3):719-744.
[13] 朱金强,李海.辱虐管理对建言影响的曲线效应:价值观和性别的调节作用[J].心理科学,2018,41(4):942-948.
ZHU Jinqiang, LI Hai. The curvilinear effect of abusive supervision on voice: the moderation of value and gender[J]. Journal of Psychological Science, 2018, 41(4):942-948.
[14] LEE S, YUN S, SRIVASTAVA A. Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea[J]. Leadership Quarterly, 2013, 24(5):724-731.
[15] 付晔,钟熙.心理契约破裂、领导信任与员工知识分享:以马基雅维利主义为调节[J].科技进步与对策,2020,37(4):147-152.
FU Ye, ZHONG Xi. Psychological contract breach, trust in supervisor and employees' knowledge sharing: the moderating role of machiavellianism[J]. Science & Technology Progress and Policy, 2020, 37(4):147-152.
[16] TEPPER B J. Consequences of abusive supervision[J]. Academy of Management Journal, 2000, 43(2):178-190.
[17] TEPPER B J, MOSS S E, LOCKHART D E, et al. Abusive supervision, upward maintenance communication, and subordinates' psychological distress[J]. Academy of Management Journal, 2007, 50(5):1 169-1 180.
[18] 李燕萍,洪江鹏,胡翔.辱虐管理研究前沿综述:新构念与新思路[J].华东经济管理,2019,33(3):152-163.
LI Yanping, HONG Jiangpeng, HU Xiang. A review of research frontiers of abusive supervision: new constructs and new ideas[J]. East China Economic Management, 2019, 33(3):152-163.
[19] SCOTT W E. Activation theory and task design[J]. Organizational Behavior and Human Performance, 1966, 1(1):3-30.
[20] GARDNER D G, CUMMINGS L L. Activation theory and job design: review and reconceptualization[J]. Research in Organizational Behavior, 1988, 10:81-122.
[21] HARRIS K J, KACMAR K M, ZIVNUSKA S. An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship[J]. Leadership Quarterly, 2007, 18(3):252-263.
[22] 朱金强,徐世勇,张丽华.“宽猛相济”促创新:基于阴阳观的视角[J].南开管理评论,2018,21(5):200-212.
ZHU Jinqiang, XU Shiyong, ZHANG Lihua. "Being lenient and being strict" helping each other promotes subordinates innovation: based on the view of Yin-Yang[J]. Nankai Business Review, 2018, 21(5):200-212.
[23] SHUM C, TAKEUCHI R, CHEN Z. A non-linear relationship between abusive supervision and subordinates' job performance[C]. Academy of Management Annual Meeting Proceedings, 2014, 12 783.
[24] ROUSSEAU D, SITKIN S, BURT R, et al. Not so different after all: a cross-descipline view of trust[J]. Academy of Management Review, 1988, 23(3): 393-404.
[25] LEUNG K, SU S, MORRIS M W. When is criticism not constructive? the roles of fairness perceptions and dispositional attributions in employee acceptance of critical supervisory feedback[J]. Human Relations, 2001, 54(9):1 155-1 187.
[26] COLQUITT J A, SCOTT B A, LEPINE J A. Trust, trustworthiness, and trust propensity: a meta-analytic test of their unique relationships with risk taking and job performance[J]. Journal of Applied Psychology, 2007, 92(4):909-927.
[27] PIERCE J R, AGUINIS H. The too-much-of-a-good-thing effect in management[J]. Journal of Management, 2011, 39(2):313-338.
[28] HARRIS K J, HARVEY P, KACMAR K M. Abusive supervisory reactions to coworker relationship conflict[J]. The Leadership Quarterly, 2011, 22(5):1 010-1 023.
[29] GRIFFIN M A, NEAL A. Perceptions of safety at work: a framework for linking safety climate to safety performance, knowledge, and motivation[J]. Journal of Occupational Health Psychology, 2000, 5(3): 347-358.
[30] 温忠麟,黄彬彬,汤丹丹.问卷数据建模前传[J].心理科学,2018,41(1):204-210.
WEN Zhonglin, HUANG Binbin, TANG Dandan. Preliminary work for modeling questionnaire data[J]. Journal of Psychological Science, 2018, 41(1):204-210.

辱虐管理对安全绩效的曲线效应:领导信任的调节作用^*

Curve effect of abusive supervision on safety performance: moderating role of trust in leadership

PDF

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 15

编辑推荐

Metrics

本文评价

[1]	陈彦霖, 黄文炜, 李弘扬. 建筑企业差错管理氛围与工人安全绩效关系[J]. 中国安全科学学报, 2022, 32(5): 28-34.
[2]	桑利斌, 栗继祖. 团队关系冲突对矿工安全绩效影响的跨层次研究^*[J]. 中国安全科学学报, 2022, 32(2): 51-58.
[3]	贺琦, 张金锁, 王萍. 煤矿高层管理者工作压力与安全绩效关系研究^*[J]. 中国安全科学学报, 2021, 31(9): 29-35.
[4]	王永刚, 方琛亮. 飞行员的注意分配能力与其安全绩效的关系^*[J]. 中国安全科学学报, 2021, 31(8): 8-13.
[5]	冯亚娟, 邢仲超. 破坏性领导对安全绩效影响的条件过程分析^*[J]. 中国安全科学学报, 2021, 31(8): 14-21.
[6]	丁天维, 沈玉志. 基于优势的心理氛围对员工安全绩效的影响机制^*[J]. 中国安全科学学报, 2021, 31(8): 38-46.
[7]	韩天园, 李旋, 吕凯光, 周文财, 刘永涛, 乔洁. 车载GPS数据驱动的危货运驾驶员安全绩效评价^*[J]. 中国安全科学学报, 2021, 31(7): 164-171.
[8]	易涛, 栗继祖. 工作不安全感对矿工安全绩效的影响:基于代际差异视角[J]. 中国安全科学学报, 2021, 31(4): 49-56.
[9]	牛莉霞, 刘勇, 李乃文. 正念对安全绩效影响的链式中介机制分析[J]. 中国安全科学学报, 2020, 30(6): 14-22.
[10]	杨晓强, 张智华, 姜浩然, 杨晨光. CPE和G1法的机场安全绩效评价指标体系研究[J]. 中国安全科学学报, 2020, 30(3): 1-7.
[11]	马辉, 张文静, 董美红. 装配式建筑吊装施工空间冲突分析与多目标优化[J]. 中国安全科学学报, 2020, 30(2): 28-34.
[12]	陈芳, 杨诗琪, 沈芮宇. 管制单位质量安全绩效关键因素识别与评价[J]. 中国安全科学学报, 2020, 30(10): 27-33.
[13]	牛莉霞, 刘勇, 李乃文. 辱虐型领导对员工工作偏离行为的影响:有链式中介调节模型[J]. 中国安全科学学报, 2019, 29(7): 12-19.
[14]	岳俊林, 郭树祥, 祝曦, 张春红, 杨宝昆, 李霓. 铁路机车乘务员心理资本与安全绩效关系研究[J]. 中国安全科学学报, 2018, 28(S1): 1-5.
[15]	郭树祥, 祝曦, 岳俊林, 杨宝昆, 李博, 李树强. 机车乘务员安全绩效与职业紧张关系研究[J]. 中国安全科学学报, 2018, 28(S1): 6-10.