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- Title
Psychological Contract Breach, Negative Reciprocity, and Abusive Supervision: The Mediated Effect of Organizational Identification. 心理契约破裂、负向互惠与管理欺凌:组织认同的中介作用研究
- Authors
Wei, Feng; Si, Steven
- Abstract
Previous research has indicated that abusive supervision negatively influences various organizational outcomes. However, the antecedents and psychological mechanisms of abusive supervision are not well understood, especially in the Chinese context. In this study, we propose and test a mediated moderation model to explore the interactive effect of psychological contract breach and negative reciprocity belief on abusive supervision, and the mediating effect of organizational identification. Using a sample of 268 dyads of employees and their immediate supervisors (N = 536) from six companies and two industries in China, we find that when supervisors experience breaches in psychological contract they are likely to increase abusive behaviours toward subordinates, and that the positive association is stronger the more the supervisor holds negative reciprocity beliefs. Moreover, the results indicate that organizational identification mediates the joint effect of psychological contract breach and negative reciprocity belief on abusive supervision. Theoretical and practical implications, limitations, and future research directions are discussed. 摘要 以往研究显示管理欺凌对很多的组织变量都具有不利影响,但我们对于管理欺凌的前因和心理作用机制(尤其在中国背景下)依然缺乏足够了解。本研究提出了一个被中介的调节作用模型,以检验心理契约破裂和负向互惠信念对管理欺凌的交互影响以及组织认同在其中的中介作用。运用来自中国的两个产业、六家公司的268对员工及其主管的调查数据,我们发现主管经历的心理契约破裂导致对下属的管理欺凌增加,并且这种关系随着主管的负向互惠信念的增强而增强;组织认同在以上的交互作用效应中具有中介作用。文章最后对理论和实践启示、研究局限和未来研究方向进行了讨论。
- Subjects
BREACH of contract; RECIPROCITY (Commerce); PSYCHOLOGICAL contracts (Employment); SUPERVISION; ORGANIZATIONAL identification; SUPERVISORS
- Publication
Management & Organization Review, 2013, Vol 9, Issue 3, p541
- ISSN
1740-8776
- Publication type
Article
- DOI
10.1111/more.12029