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

doi:10.16265/j.cnki.issn1003-3033.2019.07.003

中国安全科学学报 ›› 2019, Vol. 29 ›› Issue (7): 12-19.doi: 10.16265/j.cnki.issn1003-3033.2019.07.003

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

牛莉霞副教授, 刘勇^**, 李乃文教授

辽宁工程技术大学工商管理学院,辽宁葫芦岛 125105

收稿日期:2019-04-20 修回日期:2018-06-05 出版日期:2019-07-28 发布日期:2020-10-21
通讯作者: ** 刘勇(1995—),女,辽宁大连人,硕士研究生,研究方向为组织行为管理。E-mail:2567420402@qq.com。
作者简介:牛莉霞 (1983—),女,山西吕梁人,博士,副教授,主要从事组织行为管理、人因可靠性方面的研究。E-mail:nlx8941@126.com。
基金资助:
国家自然科学基金青年项目资助(51504126,51404125);辽宁省社科规划项目(L18CGL005); 辽宁省教育厅项目(LJYR007)。

Influence of abusive leadership on work deviation behavior of knowledge-based employees: a moderated intermediary model

NIU Lixia, LIU Yong, LI Naiwen

School of Business Management, Liaoning Technical University, Huludao Liaoning 125105,China

Received:2019-04-20 Revised:2018-06-05 Online:2019-07-28 Published:2020-10-21

摘要/Abstract

摘要： 为探索辱虐型领导对知识型员工工作偏离行为的影响机制,采用随机抽样法进行问卷调查,通过中介效应和调节效应分析验证假设模型。结果表明:辱虐型领导、工作倦怠与工作偏离行为两两显著正相关,组织认知与工作偏离行为显著负相关,辱虐型领导、工作倦怠与组织认知显著负相关;辱虐型领导不仅直接正向预测工作偏离行为,且通过3条路径间接影响员工工作偏离行为:组织认知的中介作用、工作倦怠的中介作用及组织认知与工作倦怠的链式中介作用;改善领导风格、提升员工的组织认知能力、减少员工工作倦怠能够有效防控员工工作偏离行为,降低公司损失。

关键词: 辱虐管理, 组织认知, 工作倦怠, 链式中介, 组织自尊, 工作偏离行为

Abstract: In order to explore the influence mechanism of abusive leaders on the deviation behavior of knowledge workers, a random sampling method was used to conduct a questionnaire survey, and the hypothesis model was verified by mediation effect and regulation effect analysis. The results showed that:There was a significant positive correlation between abusive leadership, job burnout and deviant behavior, a significant negative correlation between organizational cognition and job deviant behavior, and a significant negative correlation between abusive leadership and job burnout.Abusive leadership can not only directly predict employee's work deviation behavior in a positive way, but also indirectly affect employee's work deviation behavior through a path: through the intermediary role of organizational cognition, the intermediary role of job burnout and the chain intermediary role of organizational cognition and job burnout. It can effectively restrain employees' work deviation behavior and reduce the loss of the company by improving their leadership style, improving their organizational cognitive ability and reducing their job burnout.

Key words: abusive management, organizational cognition, job burnout, chain intermediary, organizational self-esteem, work deviation behavior

中图分类号:

X910

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.

NIU Lixia, LIU Yong, LI Naiwen. Influence of abusive leadership on work deviation behavior of knowledge-based employees: a moderated intermediary model[J]. China Safety Science Journal, 2019, 29(7): 12-19.

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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

Influence of abusive leadership on work deviation behavior of knowledge-based employees: a moderated intermediary model

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