Abusive supervision, high-performance work systems, and subordinate silence
Abusive supervision, high-performance work systems, and subordinate silence
复制标题
滥用监督、高绩效工作制度和下属沉默
DOI：
10.1108/pr-01-2019-0029
复制
发表时间：
2020
期刊：
影响因子：
3.9
通讯作者：
Fangjun Li
中科院分区：
文献类型：
--
作者：
Qin Xu;Yixuan Zhao;Meng Xi;Fangjun Li
本研究旨在检验一个中介调节模型，考察滥用性监督、高绩效工作系统、组织承诺和离职意愿对员工沉默的联合影响。研究对象为78家中国企业的456名员工和78名人力资源经理。结果表明，虐待性监督导致下属沉默，和HPWSs加强这种效果。此外，员工的组织承诺和离职意愿对高绩效工作满意度的调节作用也有显著影响。为了减少员工沉默的发生，组织不仅要监控和约束滥用性的监督行为，而且要注意下属在组织HPWS驱动下的工作态度。本研究首次证明了高效能工作者可以促进员工的组织承诺，阻碍员工的离职意愿，从而加强了虐待性监督与员工沉默之间的关系。
The purpose of this paper is to test a mediated moderation model of the joint influence of abusive supervision, high-performance work systems (HPWSs) and organizational commitment and intention to leave on employee silence.,Data were collected from 456 employees and 78 human resource managers in 78 Chinese organizations.,The results revealed that abusive supervision led to subordinate silence, and HPWSs intensified this effect. In addition, such moderating effect of HPWSs was accounted for by employees’ organizational commitment and intention to leave.,To reduce the occurrence of employee silence, organizations should not only monitor and restrain abusive supervisory actions, but also be aware of subordinates’ work attitudes driven by organizational HPWSs.,This is the first study which demonstrates that HPWSs can foster employees’ organizational commitment and hinder their intention to leave and consequently strengthen the relation between abusive supervision and employee silence.