辱虐管理的概念界定与影响因素及结果探讨
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外国经济与管理 2009 年 第 31 卷第 12 期, 页码：25 - 32
摘要
参考文献
摘要
辱虐管理是指员工知觉到的管理者所持续表现出的怀有敌意的言语和非言语行为,其中不包括身体接触行为。它是一种连续性负面领导行为,会严重损害员工的工作态度、行为、心理健康以及工作关系。文章从辱虐管理研究的必要性谈起,通过梳理现有文献,介绍了辱虐管理的概念及测量,重点论述了辱虐管理的影响因素及其对于组织的负面效应,最后讨论了未来研究方向。
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[12]段锦云,钟建安.组织中的进谏行为[J].心理科学,2005,28(1):69-71.
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[14]Tepper,B J.Abusive supervision in work organizations:Review,synthesis,and research agenda[J].Journal of Management,2007,33(3):261-289.
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[2]Harris,K J,Kacmar,K M,and Zivnuska,Z.An investigation of abusive supervision as a predictor of performance and the meaningof work as a moderator of the relationship[J].The Leadership Quarterly,2007,18(3):252-263.
[3]Einarsen,S,Aasland,M S,and Skogstad,A.Destructive leadership behaviour:A definition and conceptual model[J].The Leader-ship Quarterly,2007,18(3):207-216.
[4]Harvey,P,Stoner,J,Hochwarter,W,and Kacmar,C.Coping with abusive supervision:The neutralizing effects of ingratiationand positive affect on negative employee outcomes[J].The Leadership Quarterly,2007,18(3):264-280.
[5]Tepper,B J.Consequences of abusive supervision[J].Academy of Management Journal,2000,43(2):178-190.
[6]Thau,S,Bennett,R J,Mitchell,M S,and Marrs,M B.How management style moderates the relationship between abusive super-vision and workplace deviance:An uncertainty management theory perspective[J].Organizational Behavior and Human DecisionProcesses,2009,108(1):79-92.
[7]Tepper,B J,Duffy,M K,Henle,C A,and Lambert,L S.Procedural injustice,victim precipitation,and,abusive supervision[J].Personnel Psychology,2006,59(1):101-123.
[8]Tepper,B J,Carr,J C,Breaux,D M,Geider,S,Hu,C,and Hua,W.Abusive supervision,intentions to quit,and employees’workplace deviance:A power/dependence analysis[J].Organizational Behavior and Human Decision Processes,2009,109(2):156-167.
[9]Mitchell,M S,and Ambrose,M L.Abusive supervision and workplace deviance and the moderating effects of negative reciprocity be-liefs[J].Journal of Applied Psychology,2007,92(4):1 159-1 168.
[10]Zellars,K L,Tepper,B J,and Duffy,M K.Abusive supervision and subordinates’organizational citizenship behavior[J].Journalof Applied Psychology,2002,87(6):1 068-1 076.
[11]Aryee,S,Chen,Z X,Sun,L Y,and Debrah,Y A.Antecedents and outcomes of abusive supervision:Test of a trickle-down model[J].Journal of Applied Psychology,2007,92(1):191-201.
[12]段锦云,钟建安.组织中的进谏行为[J].心理科学,2005,28(1):69-71.
[13]Hoobler,H M,and Brass,D J.Abusive supervision and family undermining as displaced aggression[J].Journal of Applied Psychol-ogy,2006,91(5):1 125-1 133.
[14]Tepper,B J.Abusive supervision in work organizations:Review,synthesis,and research agenda[J].Journal of Management,2007,33(3):261-289.
[15]Wu,T Y,and Hu,C.Abusive supervision and employee emotional exhaustion:Dispositional antecedents and boundaries[J].Group and Organization Management,2009,34(3):143-169.
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朱月龙, 段锦云, 凌斌. 辱虐管理的概念界定与影响因素及结果探讨[J]. 外国经济与管理, 2009, 31(12): 25–32.
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