不当督导与主动性创新行为的关系研究基于雇佣关系的调节作用.pdfVIP

2015年3月 Mar.，2015 （第29 卷第3 期） EastChinaEconomicManagement （Vol.29 ，No.3 ） ●管理视野 ［DOI］10.3969/j.issn.1007-5097.2015.03.022 不当督导与主动性创新行为的关系研究 ——基于雇佣关系的调节作用 王丽平，唐培培 （天津理工大学 管理学院，天津 300384） 摘要：不当督导对员工行为的影响是组织行为学领域的一个新热点话题。文章通过问卷调查获得296名下属与上级的 配对数据，研究不当督导对主动性创新行为的影响效果，并探索雇佣关系的调节作用。结果表明：不当督导对主动性 创新行为具有显著负向影响；组织导向型雇佣关系可以显著减弱这种负向效应；而工作导向型雇佣关系却显著增强这 种负向效应；但投资不足型雇佣关系的调节效应不显著。最后还讨论了研究的局限以及未来展望。 关键词：不当督导；主动性创新行为；雇佣关系 中图分类号：F272.9；F273.1 文献标志码：A 文章编号：1007-5097 （2015）03-0126-06 AStudyontheRelationshipbetweenAbusiveSupervisionandInitiativeInnovationBehavior —TheModeratingEffectofEmploymentRelationship WANGLi-ping，TANGPei-pei （School of Management ，Tianjin University of Technology ，Tianjin 300384 ，China） Abstract:The effect of abusive supervision on employee behavior is a heatedly debated topic in the field of organi⁃ zational behavior. This study，by collecting 296 subordinates and superiors paired data through questionnaires， makes a study on the impact of abusive supervision on initiative innovation behavior and explores the moderating ef⁃ fect of employment relationship. The results show that abusive supervision has a significant negative effect on initia⁃ tive innovation behavior，and the organization-oriented employment relationship can remarkably weaken this negative effect，whereas the job-oriented employment relationship has just the opposite effect. However，the moderating ef⁃ fect of the underinvestment employment relationship is not obvious. Finally，this study discusses the research limita⁃ tionsandfutureprospects. Keywo