辱虐式领导与团队绩效关系的实证研究

【作者】 郭磊；

【导师】 李宁琪；

【作者基本信息】 中南大学 ， 管理科学与工程， 2010， 硕士

【摘要】 辱虐式领导兴起于西方,逐渐成为领导学研究中前沿研究领域。但是关于辱虐式领导对于组织层面以及群体层面的作用机制缺乏研究。本研究从群体层面来探讨辱虐式领导对企业的团队绩效的作用机制,并引入企业环境的不确定性作为它们之间的调节变量,团队效能感作为它们的中介变量。本研究通过对长沙、广州、深圳、东莞这四个城市的一些企业进行调查,收集了181份有效问卷,使用SPSS 17.0、AMOS 7.0统计软件,通过基本描述性统计、信度分析、相关分析、回归分析、探索性因素分析、验证性因素分析、结构方程模型等分析方法对研究假设进行检验,主要结论有：(1)西方学者在其情境下设计的辱虐式领导测量量表在中国企业情境下同样适用。(2)辱虐式领导与团队绩效显著负相关,辱虐式领导能够预测团队绩效水平。因此辱虐式领导将降低团队绩效水平。(3)团队效能感在辱虐式领导与团队绩效之间存在着中介作用,而且是完全中介作用。(4)企业环境的不确定性在辱虐式领导与团队绩效之间存在调节作用。(5)企业员工遭遇辱虐式领导在性别方面具有显著性差异；企业员工遭遇辱虐式领导在婚姻、学历方面具有显著性差异,在年龄、职位等级、工作年限、企业性质方面不存在显著性差异。更多还原

【Abstract】 Abusive Leadership rise in the West has become the leading research frontiers. The paper mainly study on the internal mechanism between Abusive Leadership and team performance.The research get the main findings as follows by processing 181 valid questionnaires from Changsha, Shenzhen, Beijing, Guangzhou these four cities through SPSS 17.0, with the basic descriptive statistics, reliability analysis, exploratory analysis, confirmatory analysis, correlation analysis, regression analysis and so on:(1) the scale designed by Western cultural background can be used in Chinese enterprises.(2) abusive leadership is significantly negatively related to team performance (3) team efficacy mediate between abuseive leadership and team performance.(4) the uncertainty of the enterprise environment does not regulate between abuseive leadership and team performance. (5) employees suffer abuse Leadership is significant difference in gender; employees suffer abuse Leadership has a significant difference in marital status; employees suffer abuse Leadership has a significant difference in Education; Enterprise Staff encounter abuse Leadership has a significant difference in age; employees suffer abuse Leadership has a significant difference in the job level; employees suffer abuse Leadership has a significant difference in working life; employees suffer abusive Leadership has significant differences in the enterprise nature.更多还原