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辱虐管理对员工创造力的负面影响——员工犬儒主义的中介作用

作者:润色论文网  来源:www.runselw.com  发布时间:2019/9/16 11:06:56  

摘要:随着市场竞争的日益激烈,员工创造力的重要性越来越受到企业的重视,管理者们也都在试图努力激发员工的创造力。然而在心理学的探讨中,个体往往更易受到消极因素的影响,现有的研究也证实了消极领导行为,诸如辱虐管理等会对员工的创造力产生负面影响。但是,对于辱虐管理如何影响员工创造力仍需要作进一步的探讨,辱虐管理影响员工创造力的作用机制还需要进一步明晰。

本研究选取江苏省5家企业的员工为调查对象。在筛选出有问题的样本后,获得有效样本394个。男性占比为59.3%,女性占比为40.7%,他们中大多是40岁以下的青年人(86.0%),其中的大多数拥有大专文凭(30.0%)和本科文凭(43.2%)。我们基于这些样本采用了AMOS20.0和SPSS22.0进行分析。

基于情感ABC理论,本研究建立了一个辱虐管理影响员工创造力的有调节的中介模型,其中,员工犬儒主义作为中介变量,权力距离感作为调节变量。结果表明:一、辱虐管理与员工创造力呈负相关关系;二、辱虐管理与员工犬儒主义呈正相关关系;三、员工犬儒主义在辱虐管理与员工创造力之间起完全中介作用;四、权力距离感对这种中介作用的调节没有显着影响。

在理论意义上,丰富了辱虐管理与员工创造力之间关系的研究成果,我们揭示了员工犬儒主义在辱虐管理和员工创造力之间的中介作用,探索了新的影响机制。此外,我们的研究发现,与通常认为的不同,权力距离感并不能调节这种中介作用。

在实践意义上,遏制辱虐管理,关注员工的心理状态,能够对员工的创造力产生积极意义。与此同时,管理者自己可能无法注意到他们对下属的虐待,员工犬儒主义在其外在表现上具有一定程度的可识别性,管理员可以将下属的犬儒主义态度和表现作为信号来进行管理调整和补救。最后,个人对权力的服从并没有减轻员工犬儒主义对创造力的负面影响。这意味着将传统权力概念定为价值取向的原始约束可能行不通,管理者应该考虑其他方法来解决这个问题。

With the increasingly fierce marketcompetition, the importance of employee creativity has been increasingly valuedby companies. Managers are trying to inspire employees’ creativity. inpsychology research, individuals are more susceptible to negative factors.Existing research also confirms negative leadership behaviors such as abusivemanagement that negatively impact employee creativity. However, it still needsto be further explored how the abuse management affects employee creativity.The mechanism of the influence of abusive management on employee creativityneeds to be further clarified.

In this study, 5 manufacturing companiesfrom Jiangsu Province were selected as the survey objects. After screening outthe problematic samples, 394 valid samples were obtained. Men accounted for59.3%, women 40.7%, mainly young people under the age of 40 (84.3%); most ofthem have college diplomas (29.4%) and undergraduate diplomas (42.4%). We usedAMOS20.0 and SPSS22.0 for analysis.

Based on the emotional ABC theory, thisstudy proposes and tests an adjusted mediation model in which abusivemanagement affects employee creativity, organizational cynicism functions as anintermediary, and power distance acts as a regulatory. The outcome indicates:1. abusive management is negatively related to employee creativity, 2. abusivemanagement is positively related to organizational cynicism, 3.Organizationalcynicism plays a full intermediary role between abusive management and employeecreativity, 4.The power distance has no significant effect on the regulation ofthis mediating role.

In a theoretical sense, our research canenrich research on the relationship between abusive management and employeecreativity. We have revealed the mediating role of organizational cynicismbetween abusive management and employee creativity and broadened the researchstatus. In addition, our study found that, unlike what is generally considered,the power distance does not regulate this intermediary role.

In a practical sense, curbing abusivemanagement and paying attention to the psychological status of employees have apositive effect on employee creativity. At the same time, managers themselvesmay not be able to notice their abuse of their subordinates. Organizationalcynicism has a certain degree of identifiability in their external performance.Administrators can use the subordinates’ cynicism attitudes and performance assignals to make management adjustments and remedies. Finally, the individual'sobedience to power does not ease the negative impact of organizational cynicismon creativity. This means that the original restraint which sets thetraditional concept of power as value orientation may not work and managersshould consider other ways to figure it out.

关键词:辱虐管理;员工创造力;员工犬儒主义;权力距离感

Abusive Supervision; Employee Creativity;Organizational Cynicism; Power Distance

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