【摘要】：不當(dāng)督導(dǎo)作為一種負(fù)性的領(lǐng)導(dǎo)行為,不但會(huì)造成員工眾多不良情緒(如焦慮、憤怒、倦怠、沮喪等)的產(chǎn)生,導(dǎo)致員工的工作投入低、工作績(jī)效低下、生活滿意度低、離職傾向增大等不良后果,而且還會(huì)造成員工反生產(chǎn)行為(如故意破壞公司設(shè)備、無故曠工、浪費(fèi)公司資源、嘲笑同事等)的發(fā)生,給企業(yè)及相關(guān)方都帶來了很大的傷害。不當(dāng)督導(dǎo)作為下屬的一種感知,但因每個(gè)員工的情緒智力不同,應(yīng)對(duì)不當(dāng)督導(dǎo)的方式也不同,所以這些因素是否對(duì)反生生行為的發(fā)生具有一定的影響?是否在不當(dāng)督導(dǎo)和反生產(chǎn)行為之間起到一定的作用?立基于此背景,本研究通過對(duì)不當(dāng)督導(dǎo)、反生產(chǎn)行為、情緒智力和不當(dāng)督導(dǎo)應(yīng)對(duì)相關(guān)文獻(xiàn)的回顧和分析,提出情緒智力在不當(dāng)督導(dǎo)和反生生產(chǎn)行為之間起調(diào)節(jié)作用,不當(dāng)督導(dǎo)的應(yīng)對(duì)方式(逃避性應(yīng)對(duì)和主動(dòng)性應(yīng)對(duì))在不當(dāng)督導(dǎo)和反生產(chǎn)行為之間起中介作用。為了分析和驗(yàn)證本研究觀點(diǎn),通過對(duì)深圳地區(qū)的制造型企業(yè)開展了問卷調(diào)查,獲得了287份的樣本數(shù)據(jù),而后運(yùn)用SPSS22.0統(tǒng)計(jì)分析軟件,對(duì)數(shù)據(jù)進(jìn)行了共同方法偏差檢驗(yàn),采用Cronbach'sα系數(shù)法、KMO和Bartlett's球形檢驗(yàn)及因子分析方法對(duì)各量表進(jìn)行的信度和效度檢驗(yàn),最后通過相關(guān)分析和層次回歸分析對(duì)本論文的研究觀點(diǎn)逐一進(jìn)行了驗(yàn)證。實(shí)證研究結(jié)果表明:1)不當(dāng)督導(dǎo)對(duì)員工的反生產(chǎn)行為具有顯著的正向影響,員工感知到的不當(dāng)督導(dǎo)越強(qiáng),表現(xiàn)出來的反生產(chǎn)行為就越多;2)情緒智力在不當(dāng)督導(dǎo)和反生產(chǎn)行為之間起到負(fù)向的調(diào)節(jié)作用,下屬的情緒智力越高,不當(dāng)督導(dǎo)所造成的反生產(chǎn)行為就越低;3)不當(dāng)督導(dǎo)的兩種應(yīng)對(duì)方式(逃避性應(yīng)對(duì)和主動(dòng)性應(yīng)對(duì))在不當(dāng)督導(dǎo)和反生產(chǎn)行為之間均起到部分中介作用。
[Abstract]:Improper supervision, as a negative leadership behavior, will not only lead to many bad emotions (such as anxiety, anger, burnout, depression, etc.), but also lead to low work commitment, low job performance, low life satisfaction, etc. The adverse consequences, such as increasing turnover tendency, and causing employees' counter-productive behavior (such as vandalism, unprovoked absenteeism, waste of company resources, ridicule of colleagues, etc.) have caused great harm to enterprises and related parties. Improper supervision is a kind of perception of subordinates, but due to the different emotional intelligence of each employee and the different ways of dealing with improper supervision, do these factors have a certain impact on the occurrence of anti-student behavior? Does it play a role between improper supervision and anti-production behavior? Based on this background, by reviewing and analyzing the related literatures of improper supervision, counter-productive behavior, emotional intelligence and improper supervision, this study suggests that emotional intelligence plays a regulating role between improper supervision and counterproductive behavior. The coping style of improper supervision (evasive response and active response) plays an intermediary role between improper supervision and anti-production behavior. In order to analyze and verify the viewpoint of this study, a questionnaire survey was carried out to the manufacturing enterprises in Shenzhen area, and 287 samples were obtained, and then the common method deviation test was carried out by using SPSS22.0 statistical analysis software. The reliability and validity of each scale were tested by Cronbach's 偽 coefficient method, KMO and Bartlett's spherical test and factor analysis method. Finally, the research viewpoint of this paper was verified one by correlation analysis and hierarchical regression analysis. The empirical results show that: 1) improper supervision has a significant positive impact on employees' anti-production behavior, and the stronger the staff's perceived improper supervision, the more anti-production behavior they exhibit; 2) emotional intelligence plays a negative regulatory role between improper supervision and counter-productive behavior. The higher the emotional intelligence of subordinates, the lower the counter-productive behavior caused by improper supervision; 3) the two coping styles of improper supervision (evasive coping and active coping) play a part intermediary role between improper supervision and anti-production behavior.
【學(xué)位授予單位】：深圳大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F425

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