辱虐领导与员工破坏行为:基于多焦点法的元分析

摘要/Abstract

摘要：

领导方式是预测员工行为的重要情境因素，辱虐领导作为消极领导行为的典型代表，对员工破坏行为具有显著的影响。基于多焦点视角，员工破坏行为的实施对象包括组织、领导、同事多个主体，在辱虐领导情境下，员工针对哪个主体实施破坏行为的倾向更强，尚无定论。通过48篇实证文献的94个效应值，运用元分析技术研究辱虐领导与多焦点破坏行为的关系。结果发现，辱虐领导对破坏行为、组织导向破坏行为、领导导向破坏行为、同事导向破坏行为具有显著的正效应，其中，辱虐领导对领导导向破坏行为的影响强于组织导向破坏行为。文化情境（东方、西方）、评价方式（自评、他评）对两者关系起调节作用，辱虐领导对自评破坏行为、自评领导导向破坏行为的影响更强；辱虐领导与领导导向破坏行为的相关性在东方情境下比西方情境下更弱。

关键词: 辱虐领导, 破坏行为, 元分析, 多焦点法, 调节效应

Abstract:

Leadership style is the important potential factors for predicting employee behavior. Abusive supervision, as a typical representative of negative leadership behavior, has a significant positive relationship with employee dysfunctional behavior. From the multi-foci perspective, employees maintain different dysfunctional behaviors toward multiple foci such as the organization, supervisors and coworkers. In abusive supervision context, the damage level of dysfunctional behaviors toward multiple foci has not been determined. The results are extracted from original reports published from 2000 to 2014 of 48 empirical studies. Comprehensive Meta-Analysis Version 2 program is used to analyze the relationship between abusive supervision and employee dysfunctional behavior. The results show that abusive supervision is positive related to dysfunctional behavior, organizational dysfunctional behavior, supervisor-directed dysfunctional behavior and coworker-directed dysfunctional behavior. Specifically, abusive supervision has the strongest relationship with supervisor-directed dysfunctional behavior, a moderate relationship with organizational dysfunctional behavior, and the weakest relationship with coworker-directed dysfunctional behavior. Culture context and rating source moderate the relationship, the relationship between abusive supervision and supervisor-directed dysfunctional behavior is stronger in Western context than in Eastern context; relationships between abusive supervision and employee dysfunctional behavior and supervisor-directed dysfunctional behavior are stronger for self-rated versus other-rated dysfunctional behavior.

Key words: abusive supervision, dysfunctional behavior, meta-analysis, moderate effect, multi-foci approach

王洪青, 彭纪生. 辱虐领导与员工破坏行为:基于多焦点法的元分析[J]. , 2018, 30(3): 150-160.

Wang Hongqing, Peng Jisheng. Abusive Supervision and Employee Dysfunctional Behavior: A Meta-analysis from Multi-foci Perspective[J]. , 2018, 30(3): 150-160.

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