企业组织中上司排斥的诱因及其作用机理——来自广东企业的经验证据

发布时间：2018-08-06 09:05

【摘要】：职场排斥是近年来组织管理研究领域的前沿课题。以往学者大多集中探讨职场排斥的影响后果,而甚少探讨职场排斥的成因,有关中国组织情境下上司排斥的诱发机制更是少有研究。基于广东企业两阶段员工及主管的配对问卷数据,采用层级回归和Bootstrap分析进行研究,结果表明:上下级深层次差异对上司排斥具有显著正向影响;上下级深层次差异通过关系冲突间接影响上司排斥;下属代表性负向调节关系冲突与上司排斥之间的关系,下属较高的代表性不仅可以削弱关系冲突对上司排斥的正向影响,还可弱化关系冲突在上下级深层次差异与上司排斥之间所起的中介效应。这一研究对于企业正确选拔与评价高层管理者、有效提升各层级管理者的管理能力以及让下属员工顺利融入职场、减少职场排斥等,均具有实际借鉴意义。
[Abstract]:Workplace exclusion is a leading topic in the field of organizational management in recent years. In the past, most scholars focused on the effects of occupational exclusion, but rarely on the causes of occupational exclusion, especially on the inducing mechanism of boss exclusion in the organizational situation in China. Based on the matched questionnaire data of two-stage employees and supervisors in Guangdong enterprises, hierarchical regression and Bootstrap analysis were used to study the results. The results showed that the deep-level differences between the upper and lower levels had a significant positive impact on the boss exclusion; The deep-seated difference between superior and subordinate indirectly affects the superior rejection through the relationship conflict, the subordinate representativeness negatively adjusts the relationship between the relationship conflict and the superior rejection, and the higher representation of the subordinate can not only weaken the positive influence of the relationship conflict on the superior rejection. It also weakens the mediating effect of relationship conflict between superior and subordinate deep differences and superior exclusion. This study has practical significance for enterprises to correctly select and evaluate senior managers, effectively improve the management ability of managers at all levels, let subordinates smoothly integrate into the workplace, reduce workplace exclusion and so on.
【作者单位】：广东外语外贸大学粤商研究中心;中山大学岭南学院;广州大学工商管理学院;
【基金】：国家自然科学基金青年项目(71502042) 教育部人文社会科学青年项目(14YJC630145) 广东省自然科学基金自由申请项目(2015A030313579)
【分类号】：F272.92;F279.27

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