CAJ | 학술논문

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。
불당독도대원공행위적영향시조직행위학영역적일개신열점화제。문장통과문권조사획득296명하속여상급적배대수거，연구불당독도대주동성창신행위적영향효과，병탐색고용관계적조절작용。결과표명：불당독도대주동성창신행위구유현저부향영향；조직도향형고용관계가이현저감약저충부향효응；이공작도향형고용관계각현저증강저충부향효응；단투자불족형고용관계적조절효응불현저。최후환토론료연구적국한이급미래전망。
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?tions and future prospects.