不当督导对员工反生产行为的影响研究

发布时间：2019-01-04 07:41

【摘要】：不当督导作为一种负性的领导行为,不但会造成员工众多不良情绪(如焦虑、愤怒、倦怠、沮丧等)的产生,导致员工的工作投入低、工作绩效低下、生活满意度低、离职倾向增大等不良后果,而且还会造成员工反生产行为(如故意破坏公司设备、无故旷工、浪费公司资源、嘲笑同事等)的发生,给企业及相关方都带来了很大的伤害。不当督导作为下属的一种感知,但因每个员工的情绪智力不同,应对不当督导的方式也不同,所以这些因素是否对反生生行为的发生具有一定的影响?是否在不当督导和反生产行为之间起到一定的作用?立基于此背景,本研究通过对不当督导、反生产行为、情绪智力和不当督导应对相关文献的回顾和分析,提出情绪智力在不当督导和反生生产行为之间起调节作用,不当督导的应对方式(逃避性应对和主动性应对)在不当督导和反生产行为之间起中介作用。为了分析和验证本研究观点,通过对深圳地区的制造型企业开展了问卷调查,获得了287份的样本数据,而后运用SPSS22.0统计分析软件,对数据进行了共同方法偏差检验,采用Cronbach'sα系数法、KMO和Bartlett's球形检验及因子分析方法对各量表进行的信度和效度检验,最后通过相关分析和层次回归分析对本论文的研究观点逐一进行了验证。实证研究结果表明:1)不当督导对员工的反生产行为具有显著的正向影响,员工感知到的不当督导越强,表现出来的反生产行为就越多;2)情绪智力在不当督导和反生产行为之间起到负向的调节作用,下属的情绪智力越高,不当督导所造成的反生产行为就越低;3)不当督导的两种应对方式(逃避性应对和主动性应对)在不当督导和反生产行为之间均起到部分中介作用。
[Abstract]:Improper supervision, as a negative leadership behavior, will not only lead to many bad emotions (such as anxiety, anger, burnout, depression, etc.), but also lead to low work commitment, low job performance, low life satisfaction, etc. The adverse consequences, such as increasing turnover tendency, and causing employees' counter-productive behavior (such as vandalism, unprovoked absenteeism, waste of company resources, ridicule of colleagues, etc.) have caused great harm to enterprises and related parties. Improper supervision is a kind of perception of subordinates, but due to the different emotional intelligence of each employee and the different ways of dealing with improper supervision, do these factors have a certain impact on the occurrence of anti-student behavior? Does it play a role between improper supervision and anti-production behavior? Based on this background, by reviewing and analyzing the related literatures of improper supervision, counter-productive behavior, emotional intelligence and improper supervision, this study suggests that emotional intelligence plays a regulating role between improper supervision and counterproductive behavior. The coping style of improper supervision (evasive response and active response) plays an intermediary role between improper supervision and anti-production behavior. In order to analyze and verify the viewpoint of this study, a questionnaire survey was carried out to the manufacturing enterprises in Shenzhen area, and 287 samples were obtained, and then the common method deviation test was carried out by using SPSS22.0 statistical analysis software. The reliability and validity of each scale were tested by Cronbach's 伪 coefficient method, KMO and Bartlett's spherical test and factor analysis method. Finally, the research viewpoint of this paper was verified one by correlation analysis and hierarchical regression analysis. The empirical results show that: 1) improper supervision has a significant positive impact on employees' anti-production behavior, and the stronger the staff's perceived improper supervision, the more anti-production behavior they exhibit; 2) emotional intelligence plays a negative regulatory role between improper supervision and counter-productive behavior. The higher the emotional intelligence of subordinates, the lower the counter-productive behavior caused by improper supervision; 3) the two coping styles of improper supervision (evasive coping and active coping) play a part intermediary role between improper supervision and anti-production behavior.
【学位授予单位】：深圳大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F425

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