因受宠而傲慢:上司与下属的关系越好,工作行为越适得其反

Liu Xiayi, Taoyan Yang, Wenhai Wan
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引用次数: 0

摘要

目的本研究以归因理论为基础,通过强调工作自我效能感的关键调节作用和心理权利的中介作用,重新检验了上司-下属关系(SSG)对反生产性工作行为(CWBs)的影响,旨在揭示SSG的潜在弊端。作者采用 Mplus 7.4 进行路径分析,检验了本研究提出的假设。研究结果表明,在工作自我效能感较高的下属中,SSG 会引发心理权益,进而导致 CWB。通过这样做,本研究提供了一个更加辩证的视角,来看待在人力资源管理中建立高质量 SSG 的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Arrogance from favor: the better supervisor-subordinate guanxi, the more counterproductive work behaviors
PurposeDrawing on the attribution theory, this study re-examined the effect of supervisor-subordinate guanxi (SSG) on counterproductive work behaviors (CWBs) by highlighting the critical moderating role of job self-efficacy and the mediating role of psychological entitlement, with the aim of revealing the potential drawbacks of SSG.Design/methodology/approachThree-wave matched data were collected from 434 employees working in China. The authors adopted path analysis in Mplus 7.4 to test the hypotheses proposed in this study.FindingsThe results suggested that among subordinates with high job self-efficacy, SSG triggers psychological entitlement, which subsequently leads to CWBs.Originality/valueThis research challenges the prevailing consensus regarding the beneficial effects of SSG on subordinate management from the social exchange theory perspective by revealing when and why high-quality SSG can also engender subordinates’ psychological entitlement and subsequent CWBs. By doing so, this study provides a more dialectical view of the impact of establishing high-quality SSG in human resource management.
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