摘要
如今在高速发展的社会经济环境中，企业的快速发展不只是需要员工完
成本职工作，更重要的是他们能为企业的利益主动自发的采取行动，为了组
织的发展提升自己或改变环境。同时，伴随着这个大环境下成长起来的80、
90后的新生代员工日益壮大，作为企业中的核心力量，在组织中所起的作用
愈发重要，因此，他们的主动行为会成为企业的竞争力。但由于这些员工价
值观的不同，对领导行为的感知以及在组织中对自己和与组织间的关系的感
知更加敏感，尤其是当他们面对上级的辱虐管理时，这会与他们的个性产生
激烈的碰撞，这会对新生代员工的主动行为产生的显著的影响
本文在以往文献研究成果的基础上，以新生代员工作为研究对象，在自
我概念理论以及资源保存理论的基础上，对辱虐管理以及新生代员工主动行
为间的关系进行深入分析，并且通过引入能够反映新生代员工个性特点的两
个关键变量—内部人身份感知以及心理资本作为本研究的中介变量来进一步
挖掘辱虐管理对新生代员工主动行为产生影响的具体原因，确定本研究的理
论模型及假设。本文通过调查问卷方式获取数据，并沿用前人成熟量表，对
不同企业的新生代员工发放问卷，最终获得359份有效数据，利用信度效度
检验样本可用性，根据回归分析结果，对所有假设进行逐一验证
从检验结果可知，辱虐管理对新生代员工主动行为有显著的抑制作用，
并且内部人身份感知及心理资本在辱虐管理与新生代员工主动行为间的负向
关系中起部分中介作用，本文所有的假设均得到验证。最后，在研究结果的
基础上，从领导及组织层面对如何规避辱虐管理行为以及提升新生代员工主
动行为有针对性的提供决策建议，这将对企业未来的发展起到一定的实践意
义
关键词：新生代员工；辱虐管理；内部人身份感知；心理资本；主动行为
哈尔滨工业大学管理学硕士学位论文
II
Abstract
In the rapid development of social and economic environment, the rapid
development of enterprises need not only the employees to complete their work
which are requested by their leaders,more importantly, they can also take the
initiative for the interests of the enterprises. With the large batch of employees
come into the workplace who are born after 1980, as the main force of the
enterprise,these millennial generations play the role in the organization
becoming more and more important, and their proactive behaviors will become
the competitiveness of the enterprises. But because of the different values of
these employees, they are more sensitive to the perception of leadership behavior
and the perception of themselves and the relationship between them and the
organization in the organization, especially when they face the abusive
supervision of their superiors, it will collide with their personalities, which will
have a significant impact to the proactive behaviors of the millennial generations
of employees.
On the basis of the previous literature research, this paper takes the
millennial generations as the research object. On the basis of the self concept
theory and the resource preservation theory, this paper makes an in-depth
analysis on the relationship between abusive supervision and the proactive
behaviors of the millennial generations, and through the introduction of the two
key variables that can reflect the personality characteristics of the millennial
generations—perceived insider status and psychological capital as the mediator
variables of this study, further excavate the specific reasons for the impact of
abuse supervision on the proactive behaviors of the millennial generations
employees, and thus determine the theoretical model of this study. The method of
data collection in this paper uses questionnaire survey, and uses the previous
maturity scales.After issuing questionnaires to the millennial generations of
different enterprises, finally obtain 359 valid data. Finally, reliability and
validity tests, correlation analysis, demographic analysis and regression analysis
were carried out by SPSS22.0, and all hypotheses were verified one by one.
From the test results, it can be found that abusive supervision has a。