摘要
近些年来，企业面临的生存压力与日俱增，市场竞争的激烈程度空前绝后，越来越多的企业认识到员工在企业生存和发展中所起到的重要作用。如何能充分调动员工的工作热情，切实有效地提高员工的工作效率成为企业关注的焦点。员工的组织公民行为作为员工角色外行为的一种是决定员工是否忠于企业并自愿为企业创造价值的重要一环。其中，管理者的领导行为与员工的组织公民行为休戚相关，正面的、积极的领导行为可以促使员工增加对组织的组织公民行为，而负面的、消极的领导行为则会起到相反的作用。不当督导作为消极领导行为的典型代表引起了学术界的广泛关注，当上司对员工施行不当督导时，员工的心理会产生一定程度的波动，进而做出一些不利于组织和企业发展的消极行为。不过，目前对于不当督导的研究尤其是我国对于不当督导的研究还停留在起步的阶段，不当督导对其结果变量的影响程度以及这其中的作用机制还鲜有学者深度探查。
因此，本研究通过实证分析的方式，并结合中国企业文化的背景，研究了不当督导与组织公民行为二者之间的关系以及组织承诺在二者关系间起到的调节作用。
本研究首先梳理了不当督导、组织公民行为和组织承诺的相关文献，在对三个变量的定义，分类以及影响因素有足够了解的基础上，找到三者之间的关系，然后通过理论基础提出三者关系的假设，之后通过问卷发放，数据的收集和整理运用实证分析的方式验证假设并得出结论，最后提出了几点建议和意见。
根据具体的研究结果，本研究得出以下结论：1、不当督导对组织公民行为有负向影响；2、情感承诺会反向调节不当督导与组织公民行为之间的关系；3、继续承诺会对不当督导与组织公民行为之间没有调节关系；4、规范承诺会反向调节不当督导与组织公民行为之间的关系。
根据所得研究，本研究从管理者和员工两个角度出发，提出了几点建议和意见：1、高层管理者应该时刻关注企业当中存在的不当督导现象，并对这种现象进行预防控制，建立合理有效的预防机制减少这种行为的发生；2、所有管理者应该加强自身的抗压力和抗挫折能力的锻炼，切实减少自身的不当督导行为，共同创建文明和谐的工作环境；3、员工应该多与上司沟通交流，采取主动性方式应对上司的不当督导行为并改善自身消极的性格特质。
关键词：不当督导 组织公民行为 组织承诺
ABSTRACT
In recent years, enterprises are facing increasing pressure to survive marketcompetition and unprecedented intensity, more and more companies recognize theimportant role of employees in the enterprise survival and development. How canfully mobilize the enthusiasm of employees, effectively improve the efficiency ofenterprise employees have become the focus of enterprise. Organizational citizenshipbehavior of employees as a staff role behavior is an important part to determinewhether employees are loyal to the company and to create value for the enterprisevoluntarily . Among them, the organizational citizenship behavior of employees andthe leadership behavior of managers are in a close relationship, positive leadershipbehaviors can motivate employees to increase the organization's organizationalcitizenship behavior, but negative leadership behavior will play the opposite effect. Tosome extent,abusive supervision as a typical representative of negative leadershipbehaviors caused widespread concern in academic circles, when the boss of the staffsupervising the implementation of inappropriate employee's psychological willfluctuate , and then make some unfavorable organizational and business developmentnegative behavior. However, the current studies for abusive supervision, especially forChinese abusive supervision are still in the initial stage, the degree of influence on theresult of abusive supervision of variables and mechanisms of action which has fewscholars deeply explored. Therefore, this study by way of empirical analysis,combined with Chinese culture background, have studied the relationship betweenorganizational citizenship behavior and abusive supervision as well as the moderatingeffects of organizational commitment between organizational citizenship behavior andabusive supervision.
In this study, first of all, conducted the literature review of abusive supervision,organizational citizenship behavior and organizational commitment to get a goodgrasp of the definition of the three variables, classification and influence factors, andthen to find the relationship between the three variables.Secondly, establishassumptionsand issue a questionnaire to collect and collate data which is used to testthe hypothesis and concluded conclusions as well as with some suggestions andopinions.
Depending on the findings of this study,I get the following conclusions: 1,abusive supervision has a negative impact on organizational citizenship behavior; 2,emotional commitment will negatively regulate between abusive supervision andorganizational citizenship behavior; (3) continued commitment have no effect onmoderating between abusive supervision and organizational citizenship behavior; 4,normative commitment will negatively regulate between abusive supervision andorganizational citizenship behavior.
According to the findings study, from perspective of managers and employees,there are some suggestions and comments following: 1, senior managers shouldalways pay attention to the existence of abusive supervision of enterprise amongphenomena to prevent and control this phenomenon,then establish reasonable andeffective prevention mechanisms to reduce the occurrence of such acts; 2, allmanagers should strengthen the training of their own anti-stress and anti-frustrationability to effectively reduce their own abusive supervision to found a civilized andharmonious working environment; 3, employees should communicate with theirsupervision initiative to deal with abusive supervision of their superior and to improvetheir negative character.
Key Words: Abuse Supervision OCB Organizational commitment目 录
摘要
ABSTRACT
绪论
0.1 研究背景
0.2 研究意义
0.2.1 理论意义
0.2.2 实践意义
0.3 研究内容与框架
0.3.1 研究内容
0.3.2 研究框架
1.文献综述
1.1 不当督导的相关研究
1.1.1 不当督导的概念
1.1.2 不当督导的概念区分
1.1.3 不当督导的前因变量研究
1.1.4 不当督导的结果变量研究
1.1.5 不当督导的测量
1.2 组织公民行为的相关研究
1.2.1 组织公民行为的概念提出
1.2.2 组织公民行为的分类
1.2.3 组织公民行为的前因变量研究
1.2.4 组织公民行为的测量
1.3 组织承诺
1.3.1 组织承诺的概念提出
1.3.2 组织承诺的分类
1.3.3 组织承诺的前因变量研究
1.3.4 组织承诺的结果变量研究
1.3.5 组织承诺的测量
2.研究假设
2.1 理论基础
2.1.1 社会交换理论
2.1.2 心理契约理论
2.1.3 公平理论
2.1.4 组织认同理论
2.2 不当督导和组织公民行为的相关假设
2.2.1 不当督导、组织公民行为和组织承诺的相关假设
2.2.2 情感承诺对不当督导与组织公民行为之间关系的调节作用假设
2.2.3 持续承诺对不当督导与组织公民行为之间关系的调节作用假设
2.2.4 规范承诺对不当督导与组织公民行为之间关系的调节作用假设
3.研究设计
3.1 研究架构
3.2 研究方法
3.3 数据收集
4.研究分析
4.1 描述性分析
4.2 信度、效度分析
4.2.1 信度、效度分析方法
4.2.2 信度、效度分析结果
4.3 相关性分析
4.4 回归分析
5.验证假设
5.1 不当督导与组织公民行为关系的检验
5.2 情感承诺对不当督导和组织公民行为间关系的调节作用检验
5.3 继续承诺对不当督导和组织公民行为间关系的调节作用检验
5.4 规范承诺对不当督导和组织公民行为间关系的调节作用检验
6.结论与建议
6.1 研究结论
6.1.1 不当督导对组织公民行为有显着负向影响
6.2.2 组织承诺对不当督导和组织公民行为之间关系的调节作用
6.2 建议
6.2.1 对于管理者的建议
6.2.2 对于员工的建议
7.研究创新点、不足与展望
7.1 研究创新点
7.2 研究不足与展望
参考文献
致谢
