摘要
本文采用问卷调查法,以304份数据为样本,探讨了直接上级的辱虐管理行为对"80前"和"80后"员工工作疏离感的影响作用,并对代际的调节作用进行了检验。结果与公众和学术界对"80后"员工"脆弱、缺乏足够的心理承受力"等评价大相径庭:辱虐管理对员工工作疏离感及其三个维度均有显著正向影响作用;"80前"员工感受到的辱虐管理水平、工作疏离感及其三个维度的均值水平均高于"80后"员工各变量均值水平,除孤立感外,其他变量在两组样本中的均值水平差异均通过了显著性检验;代际的调节作用通过了显著性检验。
Recent years, staffs＇ suicide events have aroused wide attention of the public and scholars on the fragile psychological endurance of the ＂After 80＂ employees, the so called ＂beat generation＂. Although suicide is the result of comprehensive forces, western scholars have provided some convictive explanations from the perspective of work alienation. In China, abusive supervision is a common phenomenon of various organizations, especially in labor-intensive enterprises, where managers blame employees casually and make unreasonable demands far beyond their job description. While after concrete analysis of the literature we found that the study of China back- ground is still very scarce. Besides, Kanungo （ 1992）, the authority in the field of work alienation, pointed that the behaviors of managers have great influences on work alienation, thus direct superiors＇ abusive behavior is an im- portant factor of employees＇ work alienation. Therefore, exploring the effect of direct supervisor＇s abusive supervi- sion on the ＂After 80＂ employees＇ work alienation in Chinese enterprises is meaningful. Up to now, academics have a consensus on the discussion of ＂generation＂. Owning to the different growth historical background, People, living in different ages, often have different values, beliefs and ways of doing things. Born in a relatively closed en- vironment, whether the ＂After 60＂ and ＂After 70＂ employees （ the merged consideration ＂Before 80＂ in this stud- y） experience the superiors＇ abusive behavior and work alienation or not. Compared with ＂After 80＂ employees, is there any difference in the level of this feelings. Based on this background, this paper mainly explored the relationship among abusive supervision, generation difference, and employees＇ work alienation. And proposed and verified the moderating effect of generation difference between abusive supervision and work alienation. This study mainly answered three questions： Does abusive supervision affect work alienation？ How about the effect？ Whether there is a significant difference in the sense of abusive supervision, work alienation and its three dimensions between ＂Before 80＂ and ＂After 80＂ employees？ Does the ＂generation difference＂ play a moderating role between abusive supervision and work alienation？ Literature review clarifies the skeleton of theoretical development, clears connotation and extension of variables, division of di- mensions, research question and framework. Getting valid data by the questionnaire survey from 304 employees, the paper uses confirmatory factor analysis and o~ coefficient method to test reliability and validity of the measure- ment scale, the Independent-Samples T Test to test the difference in the sense of abusive supervision, work aliena- tion and its three dimensions between ＂Before 80＂ and ＂After 80＂ employees, and the grouped regression analysis to test moderating effect of generation difference. The empirical result shows that： abusive supervision has a significant positive effect on work alienation and its three dimensions （ sense of powerlessness, isolation, and repression）. But, compared with ＂After 80＂ group, ＂Before 80＂ employees＇ mean level of the sense of abusive supervision, work alienation and its three dimensions are higher. Except the sense of isolation, the mean level of other variables all had a significant difference between these two groups. The moderating effect of generation difference passed the test of significance. The discussions of the results are ： based on the analysis of employees＇ suicide events and the review of genera- tion difference literature, we proposed that compared with ＂Before 80＂ group, ＂After 80＂ group＇s mean level of the sense of abusive supervision, work alienation and its three dimensions are higher. But, the empirical results show that this assumption has not passed inspection, whereas totally opposite. Some reasons maybe lead to the results： the difference of social experiences, the different philosophy of living and working, and the difference in job transitions and career development prospects between ＂Before 80＂ group and ＂After 80＂ group.
出处
《经济管理》
CSSCI
北大核心
2014年第2期65-75,共11页
Business and Management Journal ( BMJ )
基金
国家自然科学基金项目"企业员工工作疏离感影响因素
形成机制及干预策略实证研究"(71272210)
关键词
“80前”
“80后”员工
辱虐管理
工作疏离感
代际差异
＂Before 80＂ / ＂After 80＂ employees
abusive supervision
work alienation
generation difference
