自我概念视角下领导辱虐管理对员工创新行为的影响机制
The Influence mechanism of Abusive Supervision on EmployeeInnovative Behavior from the perspective of self-concept
摘要
基于自我概念理论，采用情景实验法和问卷法，考察辱虐管理对员工创新行为的作用机制，明确基于组织自尊的中介作用效果和领导成员交换差异(LMXD)的作用边界条件。结果表明：1）辱虐管理对基于组织自尊以及员工创新行为的消极影响显著；2）基于组织的自尊能够部分中介辱虐管理与员工创新行为之间的关系；3）LMXD能够增强辱虐管理对基于组织自尊之间的负向影响，也就是说，LMXD越大，二者的负向关系越强；4）LMXD能够增强基于组织自尊的中介作用，LMXD越大，辱虐管理能够更多地通过基于组织自尊的传导进而对员工创新行为产生更强的负向影响。
Abstract
Employee innovative behaviour as a company is an important source of corporate innovation, how to stimulate and improve their innovative behaviour has been closely watched by thetheoretical and practical circles. The influence of leadership style on employee innovationbehaviour is of great significance. With the emergence of more and more abusive leadershipbehaviours in the workplace, scholars have begun to explore the role of negative leadership stylesin influencing employee innovation. However, compared to other employee outcome variables, few studies have explored the relationship between abusive management and employee innovativebehaviour, and there is a lack of sufficient explanation as to why and how abusive managementaffects employee innovative behaviour. In addition, under Confucianism, abusive leadershipbehaviours occur more frequently in Chinese workplaces. In order to fully understand theeffectiveness of abusive management in Chinese managerial contexts, it is important to explorethe black box of the process of influencing employees innovative behaviours. Existing studies have neglected to explore the role of organisation-based self-esteemfromtheperspective of self-concept theory. Based on this, this paper takes the self-concept perspective asthe mediating variable to explain the influence of abuse management on employees innovativebehaviours. In addition, according to the leader-member exchange theory, when the leader- member exchange variance is large, the leaders abusive treatment of employees will furtheraggravate the employees negative attribution of their self-concept, which will result in a negativeattitude towards innovation. Therefore, this paper will explore the moderating role played byleader-member exchange differences in the impact of abusive management. In summary, based on self-concept theory, this paper adopts situational experimental methodand questionnaire method to examine the mechanism of abusive management on employees innovative behaviours, and to clarify the mediating effect based on organisational self-esteemandthe boundary conditions for the role of Leadership Member Exchange Differences (LMXD). Theresults show that: 1) abusive management has a significant negative effect on organisation-basedself-esteem as well as on employee innovative behaviour; 2) organisation-based self-esteemcanpartially mediate the relationship between abusive management and employee innovativebehaviour; 3) LMXD can enhance the negative effect of abusive management on organisation- based self-esteem, i.e. the larger the LMXD is, the stronger is the negative relationship betweenthe two; 4) LMXD can enhance the mediating effect of organisation-based self-esteem, andLMXD can enhance the mediating effect of organisation-based self-esteem, and LMXDcanenhance the mediating effect of organisation-based self-esteem. organisational self-esteemas amediator, and the larger the LMXD, the more abusive management can be transmitted throughorganisational self-esteem-based and thus have a stronger negative effect on employees innovative behaviours. The possible marginal contributions of this study can be seen in the following two aspects:first, this paper incorporates organisational self-esteem into the theoretical framework of therelationship between abusive management and employee innovative behaviour, which provides anew perspective to understand why and how abusive management affects employees innovativebehaviour and opens up the black box of the specific influencing mechanism; second, this paperexplores the relationship between abusive management and employee innovative behaviour byexploring the effects of leader-member exchange differences on employee innovative behaviour, and by examining the impact of abusive management on employee innovative behaviour. Secondly, by exploring the moderating role of leader-member exchange differences, we furtherelucidate the boundary conditions for the effectiveness of abusive management in the Chinesecorporate context, and provide theoretical and practical references for management to avoid thenegative impact of abusive management in the process of employee innovation at the teamlevel.关键词
辱虐管理/领导成员交换差异/基于组织的自尊/员工创新行为Key words
abusive supervision/leader-member exchange difference/organization-basedself-esteem/employee innovative behavior引用本文复制引用
孙小蒙,葛元骎.自我概念视角下领导辱虐管理对员工创新行为的影响机制[EB/OL].(2024-09-20)[2026-04-02].https://chinaxiv.org/abs/202409.00206.学科分类
科学、科学研究
评论