CAJ | 학술논문

以资源保存理论和社会交换理论为视角，探讨中国情境下辱虐管理对工作绩效的影响机制。运用层次分析法，对来自中南地区企业员工的241份问卷调查数据进行分析。研究结果表明，辱虐管理对任务绩效和周边绩效都有显著负向影响、自我效能感在辱虐管理对任务绩效的影响中起部分中介作用、在辱虐管理对周边绩效的影响中起完全中介作用。
이자원보존이론화사회교환이론위시각，탐토중국정경하욕학관리대공작적효적영향궤제。운용층차분석법，대래자중남지구기업원공적241빈문권조사수거진행분석。연구결과표명，욕학관리대임무적효화주변적효도유현저부향영향、자아효능감재욕학관리대임무적효적영향중기부분중개작용、재욕학관리대주변적효적영향중기완전중개작용。
Abusive supervision as a negative leadership behavior has caused intensive concerns of theorists and practitioners. A plenty Studies has examined the impact of abusive supervision on out- come variables and the effects of moderators, but how abusive supervision affect outcome variables has elicited little concern. In this paper, we consider self-efficacy as a mediation variable. Drawing on so- cial exchange theory and conservation of resources theory, we explore the relationship between abu- sive supervision and job performance among a sample of 241 Chinese enterprise employees and MBAs. As predicted, abusive supervision is negatively related to subordinates＇ task performance and contex- tual performance and self-efficacy can partly mediate the effect of abusive supervision on task perform ance and fully mediate the effect of abusive supervision on contextual performance.