CAJ | 학술논문

基于中国组织情境中辱虐管理对员工建言行为影响的研究，认为企业上级领导实施辱虐管理，首先会削弱员S-的心理安全感，继而影响员工建言行为，心理安全感知是辱虐管理与员工建言之间的关系的中介。此外，研究结论还表明，辱虐管理对心理安全感知的削弱作用会受到员工不确定性规避特质的影响，对于高不确定性规避的员工而言，企业上级领导实施辱虐管理，此类员工感受到的“心理不安全”更强。最后，以来自新疆维吾尔自治区2家石化企业中的258名员工和102名上级领导的配对数据验证了以上理论假设。
기우중국조직정경중욕학관리대원공건언행위영향적연구，인위기업상급령도실시욕학관리，수선회삭약원S-적심리안전감，계이영향원공건언행위，심리안전감지시욕학관리여원공건언지간적관계적중개。차외，연구결론환표명，욕학관리대심리안전감지적삭약작용회수도원공불학정성규피특질적영향，대우고불학정성규피적원공이언，기업상급령도실시욕학관리，차류원공감수도적“심리불안전”경강。최후，이래자신강유오이자치구2가석화기업중적258명원공화102명상급령도적배대수거험증료이상이론가설。
This research investigates abusive supervision~ s impact on employee voice behavior. We hypothesize that abusive supervision will influence employee voice behavior through undermining employee＇s perception of psychological safety. The study examines psychological safetys mediating effect in the relationship between abusive supervision and employee voice behavior. We also hypothesize that uncertainty avoidance moderates the relationship between abusive supervision and psychological safety perception in that an employee with higher uncertainty avoidance feels more psychological unsafe when being abused by his or her supervisor. Regression analyses on the data collected from 258 employees and 102 supervisors working in two petroleum and chemical enterprises support the above hypotheses.