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已有研究普遍证实了辱虐管理对员工身心及工作绩效的严重危害。然而,员工会如何应对辱虐管理很少受到关注。本研究基于压力的认知评估理论探索员工以工作重塑应对上司辱虐管理的作用机制及边界条件。以453名员工为对象,研究结果显示:辱虐管理与挑战性评估呈U型关系,即较低或较高的辱虐管理都较容易引起下属的挑战性评估,观点采择加强了这种U型关系,进而影响到员工的工作重塑;辱虐管理与威胁性评估呈正相关,但威胁性评估在辱虐管理与工作重塑间的中介作用不显著;观点采择在辱虐管理与威胁性评估间关系的调节作用也不显著。本研究揭示了员工选择工作重塑应对领导辱虐管理的原因及条件,拓展了工作重塑的前因机制研究,并为组织如何基于辱虐管理的认知——评估视角指导员工的工作重塑提供了建议。
Abstract：Although abusive supervision is a serious stressor in organizations, few researchers investigate how employees proactively copy with abusive supervision. Based on the transactional theory of stress, this study explored the effect of employees' job crafting on abusive supervision. This study took 453 employees as subjects,and the results showed that the relationship between abusive supervision and challenging appraisal was U-shaped.Lower or higher abusive supervision was more likely to cause subordinates' challenging appraisal, and perspective-taking strengthened this U-shaped relationship and affected job crafting. Abusive supervision positively correlated with threatening appraisal. However, threatening appraisal did not mediate the relationship between abusive supervision and job crafting, and perspective-taking did not moderate the relationship between abusive supervision and threatening appraisal. This study revealed why and when employees responded to abusive supervision with job crafting, extended previous research on the antecedent mechanism of job crafting, and offered a few suggestions for how organizations guided employees to deal with abusive supervision through job crafting.
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基本信息:
DOI：10.16471/j.cnki.11-2822/c.2023.4.002
中图分类号:F272.92
引用信息:
[1]周湾湾,古茜茜,李伟丽,等.工作重塑何以成为员工应对辱虐管理的手段？基于压力认知评估的理论视角[J].中国人力资源开发,2023,40(04):21-34.DOI:10.16471/j.cnki.11-2822/c.2023.4.002.
基金信息:
河南省高等学校哲学社会科学基础研究重大项目（2023-JCZD-19）
2023-04-10
2023-04-10