摘要
不当督导是指员工感知到的管理者对他们持续进行的有敌意的语言或非语言上的负面领导行为,它会损害员工身心健康、降低工作绩效、破坏团队氛围,进而对企业运营产生负面影响。本研究采用问卷调查法,收集了292份来自不同企业员工的多时点调查数据,问卷内容涵盖员工对不当督导的感知,以及不当督导对领导者—成员交换关系、员工退缩行为和问题解决行为等影响。探究不当督导如何通过影响领导者—成员交换关系,进而影响员工的退缩行为和问题解决行为。结果表明:不当督导与员工退缩行为呈显著正向相关;不当督导与员工问题解决行为呈显著负向相关;不当督导会导致领导者与员工之间形成低质量的交换关系,员工的退缩行为增加,问题解决行为减少。因此,企业组织应通过建立监督约束机制、完善沟通反馈渠道和提升员工的心理抗压与情绪管控能力等方式,从源头上减少不当督导行为及其可能产生的负面影响,促进管理者与员工关系良性发展。
Abusive supervision refers to the hostile verbal and non-verbal negative leadership behaviors that employees perceive from their managers on a continuous basis.It can harm employees’physical and mental health,reduce work performance,disrupt team atmosphere,and ultimately have a negative impact on business operations.This study collected multi-time-point survey data from 292 employees of different enterprises through questionnaire survey.The questionnaire covered employees’perception of abusive supervision and its impact on leader-member exchange(LMX),employee withdrawal behavior,and problemsolving behavior.The aim of the study is to explore the relationships between abusive supervision within organizations,LMX,employee withdrawal behavior,and problem-solving behavior.The results show that abusive supervision is significantly positively correlated with employee withdrawal behavior and significantly negatively correlated with employee problem-solving behavior.Abusive supervision can lead to the formation of low-quality LMX between leaders and employees,thereby increasing withdrawal behavior and reducing problem-solving behavior.Therefore,organizations should attach importance to the negative impacts of abusive supervision.They can establish supervisory and restraint mechanisms,improve communication and feedback channels,and enhance employees’psychological resilience and emotional management capabilities.These measures can reduce the occurrence of abusive supervision at its source and effectively mitigate its potential negative impacts,thereby promoting the improvement of leader-employee relationships.
作者
邵洁琪
陈淑贞
陈欣宜
SHAO Jieqi;CHEN Shuchen;TAN Sinyee(Department of Business Administration,Ming Chuan University,Taipei 111005,China;Heqin Honors School of Childhood Education,Ningbo Childhood Education College,Ningbo 315336,China)
出处
《宁波大学学报(人文科学版)》
2025年第4期122-132,共11页
Journal of Ningbo University:Liberal Arts Edition
关键词
不当督导
领导者—成员交换关系
退缩行为
问题解决行为
管理方式
abusive supervision
leader-member exchange
withdrawal behavior
problem-solving behavior
management style
