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追随者的个体差异会减少辱虐管理所产生的消极影响。通过配对样本的方法,搜集了来自3家企业的226对追随者的数据,探讨了公正世界信念和敌对情绪在辱虐管理与追随者职场偏离之间的作用。结果发现:公正世界信念有助于缓冲辱虐管理对追随者职场偏离的影响,辱虐管理和职场偏离之间的关系强度在低公正世界信念群体中表现得更为突出;敌对情绪在辱虐管理和追随者职场偏离之间起到了部分中介作用。中介-调节整合分析发现:公正世界信念调节了敌对情绪在辱虐管理和追随者职场偏离之间的中介关系。此外,在讨论研究结果的基础上,为企业如何预防及降低辱虐管理的消极影响提供了相应的建议。
The individual differences of followers will reduce the negative impact of abusive management. By paired samples, we collected data from 226 followers of three companies and explored the role of fair faith and hostile emotions in the management of abusive management and deviant workplace followers. The result shows that the belief of fairness helps to buffer the influence of abusive management on followers’ career deviation. The intensity of the relationship between abusive management and workplace deviation is more prominent in the belief community of lower fairness. The hostility is abusive Management and followers deviate from the workplace played a part of the intermediary role. Intermediary-Regulatory Integration Analysis found that the Faith of the Fair World regulates the intermediary relationship between hostile emotions and abusive management and deviant workplace followers. In addition, on the basis of discussing the results of the study, we provide some suggestions for how to prevent and reduce the negative impact of abuse management.