辱虐管理对员工沉默行为的影响机制研究

发布时间：2018-03-30 16:41

本文选题：辱虐管理　切入点：员工沉默行为　出处：《山西财经大学》2017年硕士论文

【摘要】：辱虐管理是指下属感知到的领导者表现出的持续的攻击行为(不包括身体接触)。员工沉默是指员工可以根据自己的经验和知识的为改善部门或组织的工作提出建议、意见和想法,但由于各种原因选择保持沉默的行为。从现实状况来看,辱虐管理普遍存在,且造成了一定的危害。其危害之一就是影响下属的心理感知,从而导致员工沉默。因此本文将探讨中国文化背景下上级的辱虐管理对下级员工沉默行为的作用,以及心理授权在其中的中介作用和大五人格的调节作用。本研究通过对相关文献进行整理和总结,明确了相关变量的内涵、维度、测量的方法、研究前沿等问题,进而引出本文的研究内容和研究方法。即立足于员工个体角度,以辱虐管理→心理授权→员工沉默行为为研究思路进行研究。本文通过问卷调查获取了342份有效问卷,并用α系数法、KMO和Bartlett检验等方法测量量表的信效度,用相关分析和回归分析检验了辱虐管理对员工沉默行为的主效应、中介效应和调节作用。结果表明:辱虐管理与员工沉默行为显著正相关。心理授权在其中起部分中介作用。大五人格中的稳定性和外倾性在主管辱虐管理与中介变量心理授权之间起正向调节作用。本文的创新之处在于:第一,已有研究证明辱虐管理对员工建言行为有影响,但根据段锦云(2012)发表在南开管理评论上的文章来看,员工建言和员工沉默行为是两个相互独立,而不是对立相反的概念,因此关于辱虐管理对员工建言关系的研究与辱虐管理和员工沉默行为关系的研究有着本质上的不同。基于以上分析,本文选取辱虐管理对员工沉默行为的影响作为主效应进行分析,补充了辱虐管理与员工沉默行为关系研究的不足。第二,已有研究虽然有将心理授权作为中介变量研究正向领导行为,但还未有文章将心理授权作为中介变量研究负面领导行为辱虐管理的影响,因此本文选取心理授权作为中介变量,从新的角度揭示了辱虐管理影响员工沉默行为的内在机理。第三,学术界关于大五人格的研究大多集中在心理学领域,或是研究大五人格对员工绩效的影响,尚未有文章将大五人格作为调节变量进行研究。因此本文选取了大五人格作为调节变量进行研究,为企业从人格特质方面避免员工沉默提供了借鉴。
[Abstract]:Abusive management refers to persistent aggressive behavior perceived by subordinates (excluding physical contact). Employee silence refers to the ability of employees to make suggestions based on their experience and knowledge to improve the work of the department or organization. Opinions and ideas, but for a variety of reasons choose to remain silent behavior. From the reality, abusive management is widespread, and caused a certain degree of harm. One of its harm is to affect the psychological perception of subordinates, Therefore, this paper will explore the effect of abusive management on the silence behavior of lower employees in the context of Chinese culture. And the mediating role of psychological empowerment and the regulating role of Big five Personality. Through sorting out and summarizing the relevant literature, this study clarifies the connotation, dimension, measurement method, research frontier and so on of the related variables. And then leads to the research content and research method of this paper, that is, based on the individual perspective of employees, abuse management. 鈫扨sychological empowerment. 鈫扞n this paper, 342 valid questionnaires were obtained through questionnaires, and the reliability and validity of the scale were measured by 伪 coefficient method and Bartlett test. Correlation analysis and regression analysis were used to examine the main effect of abusive management on employee silence behavior. The results showed that the management of abusive abuse was positively correlated with the behavior of employee silence. Psychological empowerment played a part of intermediary role. Stability and extroversion in the Big five Personality were in charge of the management and intermediary of abuse and abuse. Variable psychological empowerment plays a positive regulatory role. The innovation of this paper lies in: first, Previous studies have shown that abusive management has an impact on employees' advocacy behavior, but according to an article published in Nankai Management Review by Duan Jinyun (2012), employee advice and employee silence are two independent concepts, rather than opposing concepts. Therefore, the research on the relationship between abusive management and abusive management is essentially different from that of abusive management and silent behavior of employees. This paper selects the influence of abusive management on employee silence as the main effect, which complements the deficiency of the research on the relationship between abusive management and employee silence. Second, Although psychological empowerment is used as an intermediary variable to study positive leadership behavior, there has not been any research on the influence of psychological empowerment as intermediary variable to study the negative leadership behavior abuse management. Therefore, this paper chooses psychological empowerment as intermediary variable to study the influence of negative leadership behavior abuse management, so this paper chooses psychological empowerment as intermediary variable. From a new perspective, it reveals the internal mechanism of abusive management affecting employee silence behavior. Third, the academic research on Big five personality is mostly focused on the field of psychology, or the impact of Big five personality on employee performance. Therefore, this paper chooses Big five Personality as the regulating variable to study, which provides a reference for enterprises to avoid employee silence from the aspect of personality traits.
【学位授予单位】：山西财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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