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조직구성원들의 조직변화 저항에 미치는 상사의 비인격적 감독의 직접효과와 도덕적 정체성의 매개효과

The Effect of Abusive Supervision on Resistant toward Organizational Change: The Mediating Role of Moral Identity

서비스경영학회지
약어 : -
2016 vol.17, no.4, pp.223 - 246
DOI : 10.15706/jksms.2016.17.4.012
발행기관 : 한국서비스경영학회
연구분야 : 경영학
Copyright © 한국서비스경영학회
조윤형 1 ,  정금옥 2

1조선대학교

2광주은행 인재혁신실

143 회 열람

This study examined the processes linking abusive supervision to employees’ resistant toward organizational change by focusing on the mediating influence of moral identity. Tepper(2000) defined abusive supervision as subordinates’ perceptions of the extent to which their supervisors engage in the sustained display of hostile, verbal and nonverbal behaviors, excluding physical contact. previous research has examined why and how abusive supervision is related to its demonstrated outcomes. so that we predict moral identity would relate to the two dimensions of resistant toward organizational change(psychological, behavioral) and to mediate the abusive supervision–resistant toward organizational change relationship. specially this study explores a possible social psychological explanation for the attitudes and behaviors of people who respond negatively toward organizational change. this explanation derives from the psychological effects of a self-regulating construct referred to as moral identity that connects the abusive supervision behavior to organizational change efforts through the evaluative implications of moral self. After literature review, we proposed main effect and mediating effect hypothesis. to test hypothesis, survey method were performed. total 200 questionnaires are used for analysis. the results are as follows. first, abusive supervision significantly increased psychological and behavioral resistant toward organizational change. second, moral identity have significantly decreased behavioral resistant toward organizational change. finally, moral identity mediate relationship between abusive supervision and behavioral resistant toward organizational change. these results indicate that to lead success of organizational change efforts, organization should be managed and mitigate abusive supervision. more specially we expand theoretical implication of moral identity’ role. therefore, this study makes contributions to research of moral identity and explain of abusive supervision’s influences.

Abusive supervision, moral identity, resistant toward organizational change(psychological, behavioral)