辱虐管理、工作家庭冲突与员工家庭满意度——情绪智力的调节效应

发布时间：2018-03-28 14:30

本文选题：辱虐管理　切入点：工作家庭冲突　出处：《财经论丛》2017年04期

【摘要】：关于辱虐管理的研究,大多集中于探讨辱虐管理对员工工作的影响,鲜有关注辱虐管理对员工家庭的影响。本研究基于中国管理情境,依据工作家庭冲突理论、情绪智力理论构建辱虐管理、工作家庭冲突、情绪智力和员工家庭满意度之间关系的理论模型,并以国内四家大型食品企业中440名已婚且与配偶同住的员工为研究对象,对该理论模型进行实证检验。结果表明:辱虐管理会显著增加员工工作家庭冲突,进而导致员工家庭生活满意度下降;工作家庭冲突在辱虐管理与员工家庭满意度之间起着部分中介效应;员工的情绪智力对辱虐管理和员工工作家庭冲突之间的关系具有显著调节效应,员工的情绪智力越高,辱虐管理对员工工作家庭冲突的影响越弱。
[Abstract]:Most of the researches on abusive management focus on the impact of abusive management on employees' work, and little attention is paid to the impact of abusive management on employees' families. This study is based on the management situation in China and the theory of work-family conflict. The emotional intelligence theory constructs a theoretical model of the relationship between abusive management, work-family conflict, emotional intelligence and employee's family satisfaction, and studies 440 married and spouse employees in four large food enterprises in China. The results show that abusive management can significantly increase the conflict between work and family, and then lead to the decrease of employee's satisfaction with family life. The relationship between abusive management and family satisfaction is partly mediated by work-family conflict, the emotional intelligence of employees has a significant moderating effect on the relationship between abusive management and work-family conflict, and the emotional intelligence of employees is higher. Abusive management has a weaker impact on the employee's work-family conflict.
【作者单位】：西南大学经济管理学院;重庆大学经济与工商管理学院;
【基金】：国家社会科学基金资助项目(12XGL007) 国家软科学研究计划重大项目(2014GXS4D143) 重庆市研究生教育教学改革研究重大课题(yjg131003)
【分类号】：B844.3;F272.92

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