在国外，不当督导负面领导行为已经有了研究的成果，其侧重点是不当督导
行为的消极影响。相比之下，类似带有我国组织愿景色彩的研究却是罕见。而针
对员工个体特征带来的作用更是无从提及。综合以上，因此本文选择若干企业为
样本，以不当督导行为为主结合员工自身个性特征，研究领导者不当督导行为对
下属工作倦怠的影响。得出结论为：
1、领导者的不当督导行为对下属工作倦怠有正向影响；
2、组织公平感充当不当督导、工作倦怠和玩世不恭三者的部分中介；
3、组织公平感充当不当督导、下属工作倦怠成就感低落维度两者的完全中介；
4、员工的内控人格特质在领导者不当督导行为和员工的程序公平和互动公平
感知之间呈显著的负相关
关键词：不当督导；工作倦怠；内外控人格特质；组织公平感西安建筑科技大学硕士学位论文
The Research on the Impact of Abusive Supervision on
Subordinates，Job Burnout
Specialty： Master of Business Administration
Name： Liu Yanzhao
Instructor： Zhao Erkui
ABSTRACT
The positive behavior of the organization becomes the main research field of
organizational behavior， which is due to the influence of positive psychology. There is
no doubt that there are negative facts in the organization. In the organization， the
leader has the supreme right， and the leader&39;s behavior has a profound impact on the
employees and the organization. Negative leadership behavior is widely organized in
the organization， and is known as the typical leader of the negative behavior of
improper supervision behavior， by some researchers’attention. The effect of improper
supervision on employees is mainly in the following three aspects ： negative
psychological and behavioral responses; work attitude， adverse psychological impact;
role inside and outside performance.
In foreign countries， improper supervision of negative leadership behavior has
been the result of research， its focus is the negative impact of improper supervision. In
contrast， similar research with our organization&39;s vision is rare. And the role of
individual characteristics for the staff is no mention. This paper chooses a number of
enterprises as a sample ， with improper supervision and behavior as the main
combination of the characteristics of their own employees， research leaders does not
supervise the behavior of subordinate work burnout. The conclusion is：
1， the leaders of the improper supervision of the work of subordinates have a
positive impact on job burnout;
2， organizational sense of justice to act as improper supervision， job burnout and
cynical part of the three intermediaries;西安建筑科技大学硕士学位论文
3， the organization of a sense of fairness as improper supervision， subordinate
job burnout sense of accomplishment sense of both the complete intermediary;
4， the internal control of employees in the leadership of the behavior of improper
supervision and staff fair and interactive fair perception of a significant negative
correlation between.
Keywords： Work Values; Perceived Organizational Support; Employees’ Innovative
Behavior; Moderating Effect西安建筑科技大学硕士学位论文
I
目 录
1 绪论 ...... 1
1.1 研究背景和意义 ... 1
1.2 研究综述.... 2
1.2.1 不当督导行为的研究2
1.2.2 组织公平感研究 ........ 4
1.2.3 内外控人格特质研究7
1.3 研究方法 ... 9
1.4 研究主要创新性 ... 9
1.5 研究内容和论文框架 ..... 10
2 概念界定与理论基础11
2.1 概念界定.. 11
2.1.1 不当督导行为 .......... 11
2.1.2 工作倦怠 ...... 11
2.2 理论基础.. 12
2.2.1 社会交换理论 .......... 12
2.2.2 心理契约理论 .......... 12
2.2.3 公平理论 ...... 13
2.2.4 资源保存理论 .......... 13
3 假设提出与模型构建14
3.1 假设提出与模型构建 ..... 14
3.2 模型构建.. 17
4 研究设计与预测试 .... 18
4.1 研究工具 . 18
4.1.1 不当督导的测量 ..... 18
4.1.2 组织公平感的测量 . 18
4.1.3 工作倦怠的测量 ..... 18
4.1.4 内外控人格特质的测量 ..... 18
4.1.5 控制变量的测量 ..... 19
4.2 共同方法偏差的处理 ..... 19
4.3 小样本前测 ......... 19西安建筑科技大学硕士学位论文
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4.3.1 前测的分析方法......19
4.3.2 小样本前测分析结果..........20
4.3.3 量表的修正.
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