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基于中国高权利距离、高集体主义的文化特点,从双因素理论出发,运用SEM模型及层次回归法,探究辱虐管理对工作绩效的影响机制及作用路径,并以265名金融机构员工及高校MBA班学员为研究对象进行实证研究。研究结果表明:辱虐管理对工作绩效有显著负向影响;员工工作满意度在辱虐管理对工作绩效的影响中起部分中介作用;核心自我评价负向调节了辱虐管理对员工工作满意度的影响作用,即核心自我评价越高,辱虐管理对员工工作满意度的负面影响越高。企业可以通过开展领导力培训,完善信息反馈机制、制定奖惩制度降低辱虐管理行为的影响程度;管理者通过营造和谐、积极的工作氛围,对下属进行心理指导可以避免辱虐管理行为的产生;员工可以通过加强自我管理,多与人沟通或寻求心理咨询部门人员的帮助,减缓负面情绪的刺激作用。
Based on the cultural characteristics of China’s high rights and collectivism, starting from the two-factor theory, using SEM and AHP, we explored the impact mechanism and role of abusive management on job performance. Based on the two-factor theory, 265 financial institution employees and universities MBA students for the study of empirical research. The results show that: abusive management has a significant negative impact on job performance; job satisfaction of employees plays a part of intermediary role in the impact of abusive management on job performance; and core self-evaluation negatively adjusts abusive management to employee job satisfaction The higher the core self-evaluation, the higher the negative impact of abusive management on employee job satisfaction. Through carrying out leadership training, improving information feedback mechanism and formulating rewards and punishments system, enterprises can reduce the impact of abusive management practices. Managers can avoid abusive management behaviors by creating a harmonious and positive working atmosphere and psychological guidance to subordinates. Employees can reduce the stimulus of negative emotions by strengthening self-management, communicating with others or seeking the help of psychological counseling departments.