CAJ | 학술논문

文章通过对226名员工的问卷调查，探讨了辱虐管理对员工反生产工作行为的影响机制。研究结果发现，辱虐管理会正向影响指向组织的反生产工作行为和指向人际的反生产工作行为，而且，情绪耗竭在辱虐管理与指向组织的反生产工作行为和指向人际的反生产工作行为之间起部分中介作用。即员工感知到的主管辱虐管理程度越强，员工情绪耗竭水平也越高，从而越容易出现反生产工作行为。文章最后探讨了研究的理论和实践意义以及研究不足。
문장통과대226명원공적문권조사，탐토료욕학관리대원공반생산공작행위적영향궤제。연구결과발현，욕학관리회정향영향지향조직적반생산공작행위화지향인제적반생산공작행위，이차，정서모갈재욕학관리여지향조직적반생산공작행위화지향인제적반생산공작행위지간기부분중개작용。즉원공감지도적주관욕학관리정도월강，원공정서모갈수평야월고，종이월용역출현반생산공작행위。문장최후탐토료연구적이론화실천의의이급연구불족。
Through the questionnaire survey of 226 employees, the paper explores the influencing mechanism of employ?ees’ perception of abusive supervision on employees’ counterproductive work behavior. The results show that employees’ perception of abusive supervision has a positive impact on employees’ counterproductive work behavior, which points to both organization and interpersonal relationship. Moreover,emotional exhaustion has a partial mediating role in the relation?ship between employees’ perception of abusive supervision and employees’ counterproductive work behavior. That means the higher the degree of employees’ perception of abusive supervision, the higher the level of employees’ emotional ex?haustion,and the more prone to employees’ counterproductive work behavior. At last,the paper discusses the theoretical significances,practical implications and limitations of the study.