摘要
以安徽省内21家企业的372名员工为问卷发放对象,进行调查研究。通过对回收问卷进行回归分析,探讨了辱虐管理与员工创新行为的曲线关系,以及心理授权的传导机制,同时验证了个体主动性的调节作用。研究结果表明:辱虐管理与员工创新行为之间呈现出倒U型的关系,即员工存在最佳激活水平,适当水平的辱虐可以促进员工进行创新;心理授权在两者的倒U型关系中起到中介传导作用;个体主动性调节了辱虐管理与创新行为的倒U型关系。
In this paper,372 employees from 21 enterprises in Anhui Province were used as the object of questionnaires for investigation.Through the regression analysis of the recycling questionnaire,the curve relationship between abusive management and employee innovation behavior,and the transmission mechanism of psychological empowerment were explored,and the moderating role of individual initiative was verified.The research results show that there is an inverted U-shaped relationship between abuse management and employee innovation behavior,that is,the employee has the best activation level,and an appropriate level of abuse can promote employee innovation;psychological empowerment in the inverted U-shaped relationship between the two plays an intermediary role;individual initiative regulates the inverted U-shaped relationship between abusive management and innovative behavior.
作者
杜鹏程
徐清琳
Du Pengcheng;Xu Qinglin(School of Business Anhui University,Hefei Anhui 230601,China)
出处
《北京化工大学学报（社会科学版）》
2020年第1期35-41,共7页
Journal of Beijing University of Chemical Technology(Social Sciences Edition)
基金
国家自然科学基金面上项目“研发团队领导跨界行为对团队成员适应性绩效的跨层次影响研究”(71872001)。
关键词
辱虐管理
创新行为
个体主动性
倒U型
abusive management
innovative behavior
individual initiative
inverted U-shape
作者简介
杜鹏程(1964-),男,安徽大学商学院教授;徐清琳(1996-),女,安徽大学商学院技术经济及管理专业2018级硕士研究生。
