CAJ | 학술논문

基于社会交换理论，以煤炭企业为背景，通过对293名矿工的问卷调查，运用结构方程模型，研究了基层管理者辱虐管理与员工负向情感、安全参与之间的关系。研究结果表明，基层管理者主动辱虐管理对员工安全参与有直接负向影响；辱虐管理与负向情感正相关；主动辱虐管理不但直接降低员工安全参与。并且通过员工负向情感降低其安全参与，而被动辱虐管理仅通过员工负向情感降低其安全参与。
기우사회교환이론，이매탄기업위배경，통과대293명광공적문권조사，운용결구방정모형，연구료기층관리자욕학관리여원공부향정감、안전삼여지간적관계。연구결과표명，기층관리자주동욕학관리대원공안전삼여유직접부향영향；욕학관리여부향정감정상관；주동욕학관리불단직접강저원공안전삼여。병차통과원공부향정감강저기안전삼여，이피동욕학관리부통과원공부향정감강저기안전삼여。
Based on the social exchange theory and with coal enterprises as background, this paper did a questionnaire survey of 293 miners, and then examines the relationships among abusive supervi- sion, safety participation of employees and their negative affectivities by the structural equation mod- eling （SEM）. The results show that.. （1） Basic level administrators＇ active-aggressive abusive supervi- sion has a direct negative impact on employees~ safe participation. （2）Abusive supervision is positive- ly related to negative affectivities of employees. （3）Employees~ safe participation not only reduced by active--aggressive abusive supervision, but also by employees＇ negative emotion. While passive--ag- gressive abusive simply via negative affectivities to reduces Employees＇ safe participation.