辱虐管理与员工主动创新行为研究：基于动机和能力信念视角

基于动机和能力信念视角,构建辱虐管理与员工主动创新行为的多重中介模型,并以成渝双城经济圈内保险、证券、银行等金融行业中的336名企业基层员工为研究对象,对该理论模型进行实证检验。结果发现：辱虐管理对员工主动创新行为具有显著负向影响。其中,内在动机、亲社会动机、自我效能感在两者之间均发挥部分中介作用。即辱虐管理会降低员工内在动机、亲社会动机及自我效能感,而较低水平的内在动机、亲社会动机及自我效能感又会进一步降低员工的主动创新行为。

The Study Abusive Supervision and Employee Active Innovation Behavior:Basedon Motivation and Ability Belief

Based on the perspective of motivation and ability belief, this paper constructs a multiple mediation model between abusive supervision and employee active innovation behavior, and the data from 336 front-line employees who come from insurance, securities, banks and other financial industries in Chengdu-Chongqing Twin-City Economic Circle was used to support our framework.The empirical results indicated that abusive supervision has a significant negative impact on employee active innovation behavior.Among them, intrinsic motivation plays a partial mediating role between the two; prosocial motivation plays a partial mediating role between the two; self-efficacy plays a partial mediating role between the two.Specifically, abusive supervision will reduce employees' intrinsic motivation, prosocial motivation and self-efficacy, while lower level of intrinsic motivation, prosocial motivation and self-efficacy will further reduce employees' active innovation behavior.