组织辱虐管理调查

数据来源于6家中等规模的电子制造企业，研究对象为公司中低层员工及其直接主管。为避免同源偏差（common method variance, CMV），先后进行了两次问卷调查（2008.4-2009.1）。数据收集是在公司人力资源部门的支持配合下完成的。调查前，研究者与各企业人力资源专员一起确定调查对象。采取配对调查方式，分主管问卷和员工问卷，每一主管最多可能对6名直线员工做出评估。 第一次调查中（T1），对员工的调查内容（56个问题）主要包括自身背景信息、个人的情感特质（正向情感特质及负向情感特质）、员工传统性、逢迎行为、感知的主管辱虐管理行为、组织支持感等。对主管的调查内容主要包括自身背景信息、员工的任务绩效和组织公民行为等，共23个问题。员工问卷填答时间平均约为8分钟；主管问卷填答时间平均约为10分钟。 第二次调查中（T2），对员工的调查内容（53个问题）主要包括离职倾向、情绪耗竭、针对组织的偏差行为、针对同事的偏差行为、政治技能、员工对主管的信任程度评价。而主管需要再次评估员工的任务绩效和组织公民行为，共19个问题。员工问卷填答时间平均约为6分钟；主管问卷填答时间平均约为7分钟。 问卷填写完毕后，填答者将问卷封入随问卷附送的信封，并由填写者直接将问卷寄给研究者或交由各公司人力资源部门集中寄回给研究者。在确定的338名员工和128名主管中，我们收到了来自300名员工和117名主管的完整反馈。进行上下级配对、前后两次调查匹配后，共得到283名员工和112名主管的配对样本供后续假设检验分析，员工和主管的有效反馈率分别为83.7％和87.5％。Data were collected from six medium-sized electronic manufacturing enterprises, with the research subjects being frontline and middle-level employees and their direct supervisors. To avoid common method variance (CMV), two rounds of questionnaire surveys were conducted sequentially between April 2008 and January 2009. Data collection was carried out with the support and cooperation of the human resources (HR) departments of each enterprise. Prior to the survey, the researchers worked with HR specialists from each enterprise to identify the survey participants. A paired survey design was adopted, with separate questionnaires for employees and supervisors. Each supervisor could evaluate up to 6 of their direct subordinates. In the first survey (T1), the employee questionnaire (56 items) mainly covered respondents’ demographic background, personal affective traits (positive and negative affectivity), employee traditionalism, ingratiatory behavior, perceived abusive supervision by supervisors, and perceived organizational support (POS), among other constructs. The supervisor questionnaire (23 items) mainly covered their own demographic background, as well as their subordinates’ task performance and organizational citizenship behavior (OCB), among other aspects. The average completion time for employee questionnaires was approximately 8 minutes, while that for supervisor questionnaires was about 10 minutes. In the second survey (T2), the employee questionnaire (53 items) mainly covered turnover intention, emotional exhaustion, organizational deviance, deviance toward coworkers, political skill, and employees’ perceived trust in their supervisors. Supervisors were asked to again evaluate their subordinates’ task performance and organizational citizenship behavior (OCB) via a 19-item questionnaire. The average completion time for employee questionnaires was approximately 6 minutes, while that for supervisor questionnaires was about 7 minutes. After completing the questionnaires, respondents sealed them in the pre-addressed envelopes included with the survey kits. They either mailed the questionnaires directly to the researchers or submitted them to their company’s HR department for centralized mailing to the researchers. Among the 338 identified employees and 128 identified supervisors, we received valid completed responses from 300 employees and 117 supervisors. After matching the subordinate-supervisor dyads and aligning responses across the two survey waves, we obtained a final matched sample of 283 employees and 112 supervisors for subsequent hypothesis testing and analysis. The valid response rates for employees and supervisors were 83.7% and 87.5%, respectively.

搜集汇总

背景与挑战

背景概述

该数据集是一个关于组织辱虐管理的配对调查数据集，来源于6家中等规模电子制造企业的中低层员工和直接主管，通过两次问卷调查（2008.4-2009.1）收集，避免了同源偏差。调查内容涵盖员工背景、情感特质、辱虐管理感知、绩效、离职倾向等多维度变量，最终获得283名员工和112名主管的有效配对样本，反馈率超过83%，适用于研究辱虐管理与组织行为的关系。