CAJ | 학술논문

反馈规避行为是学术界新近提出的一种反馈管理行为，具体指员工工作表现较差时，采用一系列策略避免与领导进行反馈交换的行为。本研究以219名销售人员为被试，基于内部动机理论，探讨了辱虐管理对下属反馈规避行为的作用效果和作用机制。结果表明：(1)辱虐管理对反馈规避行为有正向影响；(2)工作意义在辱虐管理与反馈规避行为之间起到部分中介作用；(3)个体对辱虐管理的积极归因对辱虐管理与工作意义之间的关系有负向调节作用；(4)研究进一步验证了有中介的调节效应，即上述调节效应是通过工作意义的中介作用实现的。研究首次从内部动机视角探索了反馈规避行为的诱发机制，丰富了已有相关研究，为组织实践进行干预管理提供了理论参考。
반궤규피행위시학술계신근제출적일충반궤관리행위，구체지원공공작표현교차시，채용일계렬책략피면여령도진행반궤교환적행위。본연구이219명소수인원위피시，기우내부동궤이론，탐토료욕학관리대하속반궤규피행위적작용효과화작용궤제。결과표명：(1)욕학관리대반궤규피행위유정향영향；(2)공작의의재욕학관리여반궤규피행위지간기도부분중개작용；(3)개체대욕학관리적적겁귀인대욕학관리여공작의의지간적관계유부향조절작용；(4)연구진일보험증료유중개적조절효응，즉상술조절효응시통과공작의의적중개작용실현적。연구수차종내부동궤시각탐색료반궤규피행위적유발궤제，봉부료이유상관연구，위조직실천진행간예관리제공료이론삼고。
Using intrinsic motivation theory as the overarching framework, the study explores the influencing mechanism of abusive supervision on follower Feedback Avoidance Behavior( FAB) . It adopts 219 employees as empirical samples to verify the model. The results show that:abusive supervision and meaning of work have significantly positive and nega-tive effects on employees’ FAB, respectively;Meaning of work plays a partial mediating role between abusive supervi-sion and FAB;Positive attribution moderates the relationship between abusive supervision and meaning of work, such that the relationship is stronger when the level of positive attribution is lower; Meaning of work also mediates the link between abusive supervision-positive attribution interaction and employees’ feedback avoidance behavior. The study’ s implications for theory, research and practice are discussed while suggesting new research directions.