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

doi:10.16265/j.cnki.issn1003-3033.2019.07.003

Abstract

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

CLC Number:

X910

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.

References

[1] 雍少宏,朱丽娅.益组织行为与损组织行为:中国特征的角色外行为模型及其经验实证[J].管理学报,2013,10(1): 12-21.
YONG Shaohong, ZHU Liya. Constructive organizational behaviors and destructive organizational behaviors: the Chinese characteristics of out-role behavior model and its empirical study[J]. Chinese Journal of Management,2013,10(1): 12-21.
[2] 任晗,陈维政.组织内多层次社会交换关系对员工角色外行为影响机制研究[J].软科学,2014,28(1): 77-80.
REN Han, CHEN Weizheng. Research on the influence mechanism of multi-level social exchange relationship within an organization on employees' out-of-role behaviors [J]. Soft Science,2014,28(1): 77-80.
[3] HUCK J L, SPRAITZ J D, BOWERS J H, et al. Connecting opportunity and strain to understand deviant behavior: a test of general strain theory[J]. Deviant Behavior, 2016,9(1): 1-18.
[4] CHENG Mengyu,WANG Lei. The mediating effect of ethical climate on the relationship between paternalistic leadershi and team identification: a team-level analysis in the Chinese context[J]. Journal of Business Ethics, 2015, 129(3): 639-654.
[5] AFSHARI L, GIBSON P. How to increase organizational commitment through transactional leadership[J]. Leadership & Organization Development Journal,2016,37(4): 507-519.
[6] 田启涛.服务型领导唤起员工工作重塑热情机制研究[J].软科学,2018,32(6): 70-73.
TIAN Qitao. Study on the mechanism of servant leadership inspires employees' job crafting[J]. Soft Science,2018,32(6): 70-73.
[7] 曲如杰,王林,尚洁,等.辱虐型领导与员工创新:员工自我概念的作用[J].管理评论,2015,27(8): 90-101.
QU Rujie, WANG Lin, SHANG Jie, et al. Abusive leadership and employee creativity: the effect of employee self-concept[J]. Management Review,2015,27(8): 90-101.
[8] SOYEON K, KEIKO T. Leadership style required for the transition to servitization in Japan[J]. Journal of Manufacturing Technology Management,2019,30(2): 83-85.
[9] 孙艳华.家长式、服务型辱虐型领导与员工偏离行为关系研究[D]. 衡阳:南华大学,2014.
SUN Yanhua. Study on the relationship between paternalistic and service-oriented abusive leadership and employee deviation behavior[D].Hengyang: University of South China,2014.
[10] 余璇,陈维政.整体公平感对员工工作偏离行为的影响研究:一个有调节的中介模型[J].软科学,2016,30(12): 63-66.
YU Xuan, CHEN Weizheng. Study on the impact of overall justice on employee's workplace deviate:a moderated mediating model[J]. Soft Science,2016,30(12): 63-66.
[11] 余璇,陈维政.整体公平感与员工工作场所行为:组织信任和组织自尊的不同作用[J].华东经济管理,2016,30(3): 131-135.
YU Xuan, CHEN Weizheng. Overall justice and employees' workplace behavior:different effects of organizational trust and organization-based self-esteem[J]. East China Economic Management,2016,30(3): 131-135.
[12] 王肖婧,曹蓉,刘文瑞.评赫茨伯格双因素理论:兼论实证研究在管理研究中的局限[J].管理学报,2018,15(11):1611-1620. WANG Xiaojing, CAO Rong, LIU Wenrui. A review of the herzberg's two-factor theory-discuss the limitation of the empirical study in management research[J]. Chinese Journal of Management,2018,15(11): 1 611-1 620.
[13] 牛莉霞,刘谋兴,李乃文,等.工作倦怠、安全注意力与习惯性违章行为的关系[J].中国安全科学学报,2016,26(6): 19-24.
NIU Lixia, LIU Mouxing, LI Naiwen,et al. Relationship among job burnout, safety attention and habitual violation behavior[J]. China Safety Science Journal,2016,26(6): 19-24.
[14] WENDLING E, KELLISON T B, SAGAS M. A conceptual examination of college athletes' role conflict through the lens of conservation of resources theory[J]. Quest, 2018, 70(1): 1-20.
[15] 赵恽. 情绪智力对积极组织行为的影响:自尊和组织自尊的中介作用[D].广州:广州大学,2017.
ZHAO Yun. The effect of emotional intelligence on active organizational behavior: the mediating role of self-esteem and organizational self-esteem[D]. Guangzhou:Guangzhou University,2017.
[16] GOWAERT G, NADIF M. Mutual information, phi-squared and model-based co-clustering for contingency tables[J]. Advances in Data Analysis and Classification, 2016,36(5): 79-82.
[17] 徐扬. 辱虐式管理对员工工作绩效和满意度的影响研究[D].长春:吉林大学,2010.
XU Yang. Research on the impact of abuse management on employees' job performance and satisfaction[D]. Changchun:Jilin University,2010.
[18] 李保东,王彦斌,唐年胜,等.组织认同心理结构三因素模型检验[J].统计与决策,2008(12): 167-169.
[19] 刘亚,龙立荣,李晔.组织公平感对组织效果变量的影响[J].管理世界,2003,66(3): 126-132.
LIU Ya, LONG Lirong, LI Ye. The influence of organizational justice on organizational effectiveness variables[J]. Management World,2003,66(3): 126-132.
[20] 王彦斌.社会心理测量中降低主观性偏差的方法探索一项关于组织认同的测量思路与问卷设计及其结果[J].社会,2007,39(6):189-204,210.
WANG Yanbin. The method of reducing subjectivity deviation in psychosocial measurement explores a measuring idea and scale design of organizational identity and its result[J]. Chinese Journal of Sociology,2007,39(6):189-204,210.
[21] BENNETT R J, ROBINSON S L. Development of a measure of workplace deviance[J]. Journal of Applied Psychology, 2000, 85(3): 349-360.