Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Graduate School of Business | en_US |
| dc.creator | 王卫东 | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/6011 | - |
| dc.language | Chinese | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | 粗暴式领导行为对下属员工心理和行为的影响 | en_US |
| dc.title | Cu bao shi ling dao xing wei dui xia shu yuan gong xin li he xing wei de ying xiang | en_US |
| dcterms.abstract | With the rapid development of social environmental and organizational contexts, the behaviors of leaders are becoming increasingly complex, and the public is also paying increasing attention to this phenomenon. In the past 15 years, a large number of researchers have started to investigate the "darkside" of leadership behaviors. However, only limited studies have been found in the domestic literature. In 2000, Tepper defined the concept of abusive supervision as subordinates' perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical attack. Continuous negative leadership behaviors will seriously damage the work attitude, behavior, mental health and the work relationship of employees. Research has shown that if leaders are aware of their misbehaviors and are willing to change, the negative effects on subordinates' psychological health and behavior will be reduced, and thus organizational performance will be improved. Based on social identity perspective, this study examines the relationship between abusive supervision and employees' proactive behavior, and explores how perceived insider status (PIS) and organizational commitment mediate the relationship. In addition, this study attempts to explore the ways of how leaders reduce the negative effects of abusive supervision on employees' psychological health and behaviors, and thus result in higher employees' proactive behaviors, and organizational performance and competitiveness. The results of this study advance our understanding on the fields of abusive supervision and proactive behavior. Using data from 350 supervisor-subordinate questionnaire dyads in four communication companies located in Shanghai, mainland China, the key findings of this study are: (1) Abusive supervision has a significant negative effect on PIS; (2) PIS have significant positive effect on organizational commitment; (3) PIS mediate the relationship between abusive supervision and organizational commitment; (4) Organizational commitment has a significant positive effect on employees' proactive behaviors (i.e., problem prevention, voice, individual innovation, and taking charge); (5) PIS, and organizational commitment mediate the relationship between abusive supervision and employees' proactive behaviors. | en_US |
| dcterms.alternative | The effects of abusive supervision on employees' psychological and behavioral outcomes | - |
| dcterms.extent | v, 116 leaves : ill. ; 30 cm. | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2010 | en_US |
| dcterms.educationalLevel | All Doctorate | en_US |
| dcterms.educationalLevel | D.Mgt. | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.LCSH | Supervision of employees -- Psychological aspects | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b23963530.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 1.38 MB | Adobe PDF | View/Open |
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