研发主管辱虐管理总是抑制员工工作重塑吗？ ——一个被调节的双路径模型

Does R&D Abusive Supervision always Inhibit Employee's Job Crafting? A Moderated Double Path Model

摘要:

对于压力情境下普遍存在的辱虐管理，基于工作重塑概念的最新发展，研究研发主管辱虐管理抑制或激发员工工作重塑的内部机理与边界。基于情境调节焦点与资源保存理论，采取网络问卷填写方式，在3个时间点收集331份高科技企业员工样本数据进行层次回归与Bootstrap分析，结果表明：研发主管辱虐管理倒“U”型影响员工促进定向工作重塑，正向影响员工防御定向工作重塑；情境促进聚焦部分中介研发主管辱虐管理对员工促进定向工作重塑的倒“U”型影响，情境防御聚焦完全中介研发主管辱虐管理对员工防御定向工作重塑的正向影响；核心自我评价调节研发主管虐管理对员工促进/防御定向工作重塑的影响，并同时调节情境促进/防御聚焦的中介作用。根据研究结论，提出要有效把握好辱虐管理的度，尽可能地控制在挑战性水平，针对核心自我评价不同的研发人员作出不同的调整，充分发挥其鞭策作用。

Abstract:

Aiming at abusive supervision prevalent in stress, and based on the latest development of job crafting, this paper studies the internal mechanism and boundary of abusive supervision inhibiting or motivating employees' job crafting. Based on regulatory focus and conservation of resource theory, Online questionnaire was adopted, 331 sample data of employees of high-tech enterprises are collected at three time points, and hierarchical regression and bootstrap analysis are carried out. The results show that R&D abusive supervision has an inverted U-shaped effect on promotion job crafting, and has a positive linear effect on prevention job crafting. Situational promotion focus partially mediates the inverted U-shaped impact of abusive supervision on promotion job crafting, while Situational prevention focus fully mediates the positive impact of abusive supervision on prevention job crafting. Core self-evaluation (CSE) moderates the effect of R&D abusive supervision on promotion and prevention job crafting, meanwhile it moderates the mediating role of situational regulatory focus between them. According to the research conclusions, it is suggested that the degree of abusive supervision should be controlled in the level of challenge, and different adjustments should be made to the R&D personnel with different CSE, so as to give full play to their stimulating role.