上司辱虐管理与员工反馈规避行为：有中介的调节模型

摘要/Abstract

摘要：

本研究从趋避观点出发，以392名企业员工为研究对象，旨在探讨上司辱虐管理对员工反馈规避行为的影响过程及主管组织化身对其的调节机制。研究结果表明：上司辱虐管理对员工反馈规避行为存在显著的正向影响；员工的恐惧情绪在辱虐管理与员工反馈规避行为之间起部分中介作用；主管组织化身正向调节辱虐管理与员工反馈规避行为之间的关系，而且主管组织化身与辱虐管理之间的交互项还通过恐惧情绪间接影响着员工的反馈规避行为。

关键词: 辱虐管理, 反馈规避行为, 恐惧, 主管组织化身

Abstract:

Drawing from an approach-avoidance perspective, this study examines the influencing mechanism of abusive supervision on subordinates' feedback avoidance behavior and the moderation mechanism of supervisor's organizational embodiment. We collect 392 employees as empirical samples to testify the model. The results corroborate our predictions by demonstrating that:(1) Abusive supervision is positively related to employees' feedback avoidance behavior; (2) Subordinates' fear partly mediates the relationship between abusive supervision and employees' feedback avoidance behavior; (3) Supervisor's organizational embodiment positively moderates the relationship between abusive supervision and employees' feedback avoidance behavior, and the interaction of supervisor's organizational embodiment and abusive supervision also significantly predict the employees' feedback avoidance behavior via their fear. When perceived supervisor's organizational embodiment is high, those who are abused by their supervisor would feel more fear and tend to avoid feedback.

Key words: abusive supervision, feedback avoidance behavior, fear, supervisor's organizational embodiment

申传刚, 杨璟. 上司辱虐管理与员工反馈规避行为：有中介的调节模型[J]. , 2020, 32(2): 244-253.

Shen Chuangang, Yang Jing. The Relationship between Abusive Supervision and Subordinates' Feedback Avoidance Behavior: A Mediated Moderation Model[J]. , 2020, 32(2): 244-253.

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