辱虐管理对工作绩效影响的实证研究——工作满意度的中介作用及核心自我评价的调节作用

发布时间：2019-01-02 10:00

【摘要】：基于中国高权利距离、高集体主义的文化特点,从双因素理论出发,运用SEM模型及层次回归法,探究辱虐管理对工作绩效的影响机制及作用路径,并以265名金融机构员工及高校MBA班学员为研究对象进行实证研究。研究结果表明:辱虐管理对工作绩效有显著负向影响;员工工作满意度在辱虐管理对工作绩效的影响中起部分中介作用;核心自我评价负向调节了辱虐管理对员工工作满意度的影响作用,即核心自我评价越高,辱虐管理对员工工作满意度的负面影响越高。企业可以通过开展领导力培训,完善信息反馈机制、制定奖惩制度降低辱虐管理行为的影响程度;管理者通过营造和谐、积极的工作氛围,对下属进行心理指导可以避免辱虐管理行为的产生;员工可以通过加强自我管理,多与人沟通或寻求心理咨询部门人员的帮助,减缓负面情绪的刺激作用。
[Abstract]:Based on the cultural characteristics of high power distance and high collectivism in China, based on the theory of two factors, using SEM model and hierarchical regression method, this paper probes into the mechanism and path of the influence of abusive management on job performance. An empirical study was conducted with 265 employees of financial institutions and students of MBA class in colleges and universities. The results show that abusive management has a significant negative impact on job performance, and employee job satisfaction plays an intermediary role in the impact of abusive management on job performance. Core self-evaluation negatively regulates the impact of abusive management on employee job satisfaction, that is, the higher the core self-evaluation, the higher the negative impact of abusive management on employee job satisfaction. Enterprises can develop leadership training, perfect information feedback mechanism, and establish reward and punishment system to reduce the impact of abusive management behavior; Managers can avoid abusive management behavior by creating a harmonious and positive working atmosphere and giving psychological guidance to subordinates. Employees can reduce the stimulative effect of negative emotions by strengthening self-management, communicating with others or seeking help from psychological counseling department.
【作者单位】：云南大学工商管理与旅游管理学院;
【基金】：2015年云南省哲学社会科学规划项目“云南P2P网贷企业生态系统健康性对小微企业融资获得性的影响及对策研究”(项目编号:QN2015068)
【分类号】：F272.92

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