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辱虐型领导对员工创造力的双刃剑效应研究

作者:润色论文网  来源:www.runselw.com  发布时间:2019/9/16 11:02:26  

摘要:在中国,传统文化对国人的影响潜移默化,比如高权力距离深刻地影响着企业中的上级和员工,企业里领导和下属之间呈现出“上尊下卑”的状况,进而导致领导者对下属的辱虐管理行为屡禁不止,诸如上级对下属的诋毁、辱骂、嘲讽等。作为一种破坏性的领导方式,辱虐型领导备受学术界和实践界的关注,并且逐渐成为热议的话题。就已有研究来看,以往文献大多聚焦于辱虐型领导的消极影响研究。然而,上司的领导风格通常是具有两面性的,辱虐型领导亦会如此。据此,本研究致力于探讨辱虐型领导对员工创造力的双刃剑效应。

本研究基于社会认知理论和社会交换理论,构建“辱虐型领导-创造力自我效能感/下属依赖-员工创造力”的双中介模型,进一步探究积极或消极路径在正念的调节作用下是否得到增强或削弱。通过对10家企业59位直接上司与255位下属员工的配对问卷调查,运用SPSS22.0、Liserl8.7以及Mplus 7.0数据分析软件对问卷数据进行区分效度检验、描述性统计与相关性分析、假设检验以及结构方程建模验证等,考察辱虐型领导的作用机理与边界效应。

数据分析结果表明:(1)辱虐型领导对员工创造力具有负向影响;(2)辱虐型领导与员工创造力之间,由创造力自我效能感、下属依赖构成的双重中介作用显著;(3)创造力自我效能感的中介效应为负向,即辱虐型领导与创造力自我效能感之间的作用为负向,创造力自我效能感与员工创造力之间的作用为正向;(4)下属依赖中介效应为正向,即辱虐型领导与下属依赖之间的作用为负向,下属依赖与员工创造力之间的作用为负向;(5)员工正念调节了辱虐型领导通过下属依赖对员工创造力的影响,即员工正念水平越高,辱虐型领导通过下属依赖作用于员工创造力的效应越弱。

本研究主要有三点理论贡献:(1)作为一种破坏性领导,辱虐型领导已被证实具有消极作用。但是,在以往研究中尚未重视辱虐型领导的两面性。不同于已有研究仅仅关注辱虐型领导对员工创造力的消极作用,本研究发现辱虐型领导具有双刃剑效应,为全面认知辱虐型领导的两面性提供更为广阔的视角;(2)本研究构建“辱虐型领导-创造力自我效能感/下属依赖-员工创造力”的双中介模型,这一结论丰富了辱虐型领导的作用机制研究,帮助我们深化了对辱虐型领导效应的认知;(3)将正念引入组织行为学领域,本研究充分探索了它在辱虐型领导、下属依赖与员工创造力关系中的缓释作用,为正念在组织行为学领域的研究奠定了坚实的基础

With the increasingly fierce competition inthe global market, organizational managers are facing increasing work pressure.In this situation, abusive supervision is more and more appearing in modernorganizational life. In the context of our country’s high power distanceculture, leaders tend to show abusive management because of their high statusand decision-making power. Studies have shown that abusive management as a wayof leadership can have a profound impact on subordinates. Therefore, more andmore scholars call for strengthening the research on abusive leadership frommany aspects. At present, scholars focus on the negative role of abusiveleadership, but leadership styles are often twofold, and abusive leadership isno exception. Therefore, this study aims to explore the double-edged swordeffect of abusive leadership on employee creativity.

Based on social cognitive theory and socialexchange theory, this study constructs a dual-mediation model of “abusiveleadership-creativity self-efficacy/subordinate dependence-employeecreativity”, and explores whether positive or negative paths are strengthenedor weakened under the mediation of mindfulness. By using SPSS22.0, Liserl 8.7and Mplus 7.0 data analysis software, this paper investigates the rolemechanism and boundary effect of abusive leadership through pairedquestionnaires of 59 direct supervisors and 255 employees in 10 enterprises,including discriminatory validity test, descriptive statistics and correlationanalysis, hypothesis test and structural equation modeling verification.

Results of the regression analysis suggestthat: Abusive leadership has a negative impact on employee creativity; creativeself-efficacy and follower dependence have a multiple-mediate role in therelationship between abusive leadership and employee creativity; mindfulnessmoderate the impact of abusive leadership on employee creativity throughfollower dependence, that is, the higher the level of employee mindfulness, theweaker the influence of abusive leadership on employee creativity throughfollower dependence.

This study provides three main theoreticalcontributions. First, As a destructive leader, abusive leadership has beenproved to have a negative effect. However, previous studies have not paidattention to the two sides of abusive leadership. Unlike previous studies whichonly focus on the negative effect of abusive leadership on employee creativity,this study finds that abusive leadership has a double-edged sword effect, whichprovides a broader perspective for comprehensively recognizing the two sides ofabusive leadership. Second, Previous studies on the influence of abusiveleadership on employee creativity were mostly based on a single perspective,with less integration of dual impact paths. This study constructs atwo-mediator model of “abusive leadership-creativity self-efficacy/followerdependence-employee creativity”. This conclusion not only enriches the researchon the mechanism of abusive leadership, but also further reveals the dual rolesof abusive leadership, which helps us deepen our understanding of the effect ofabusive leadership. At the end, Previous studies have mainly appliedmindfulness to the field of psychology, but in fact the mindfulness level ofemployees plays a vital role in influencing individual cognition and behavior.By introducing mindfulness into the field of organizational behavior, thisstudy fully explores its reinforcement role in the model, expands and enrichesthe research content on the boundary conditions of abusive leadership, and laysa solid foundation for the study of mindfulness in the field of organizationalbehavior.

关键词:辱虐型领导;创造力自我效能感;下属依赖;员工正念;员工创造力

abusive leadership; creativity self-efficacy;follower dependence; employee mindfulness; employee creativity

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