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心理契约破裂、管理欺凌与反生产行为关系研究
Relationship among psychological contract breach,abusive supervision,andcounterproductive work behaviors
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中文关键词  心理契约破裂; 管理欺凌; 反生产行为
英文关键词  psychological contract breach; abusive supervision; counterproductive work behaviors
基金项目  国家自然科学基金资助项目(71102028) ; 上海市浦江人才计划资助项目(14PJC050; 14PJC102) ; 同济大学人文社科青年资助项目.
学科分类代码  
作者单位
魏峰 同济大学经济与管理学院,上海200092 
李燚 上海大学管理学院,上海200444 
卢长宝 福州大学经济与管理学院,福州350108 
毛雁冰 上海大学经济学院,上海200444 
中文摘要
      针对当前组织中各类冲突频发的现实,学者们运用多种理论从心理契约破裂、管理欺凌和反生产行为等角度展开了针对性的研究,但依然难以解释组织、管理者和员工3 方的负面行为之间冤冤相报的连锁现象.运用社会学习理论和两个配对样本从组织层面对此进行了系统研究,证实了组织、管理者和员工3 者之间负向行为的连锁效应,并发现组织政治和管理者负向互惠信念对组织心理契约破裂的影响后果,员工内外控性格和市场流动机会对管理者欺凌行为的影响后果具有调节效应.最后从组织、团队和个人3 个层面探讨了组织中冤冤相报现象的预防策略,以及研究不足和未来研究方向
英文摘要
      A growing body of researchers studied the conflicts in organizations,such as psychological contract breach,abusive supervision and counterproductive work behaviors. But it was still difficult to explain the concatenated mistreatments among organizational agents,managers and employees. Drawing on social learning theory,we examined the mediated and moderated relationships among them. Regression analysis of data of two samples from 466 managers and their subordinates revealed that abusive supervision mediated the relationship between manager perceived psychological contract breach and their subordinates’counterproductive work behaviors; Subordinate’s job mobility and locus of control moderated the abusive supervision-counterproductive work behaviors relationship; Manager’s negative reciprocity and perceived organization politics moderated the psychological contract breach-abusive supervision relationship. We discussed the implications of our finding for both theories and practices.
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