ྏ॓࿐ࣉᅚ 2012, Vol. 20, No. 3, 424–432 Advances in Psychological Science DOI: *组织内领导越轨行为研究：概念、诱因与结果 ޠ ဌ ؊ྼ (ᆄࡾն࿐ܵ࿐ჽ, ݳᇜ 310058) ᅋ ေ 领导越轨行为是指领导者在工作场所中故意违反重要的组织规范的行为。通过整合分析组织内越轨行为和领导行为两个领域的相关研究发现, 领导越轨行为的诱因大致包括个体因素(个性特征、个体知觉和人口学变量)和情境因素(组织文化、工作特征和人际影响)两类, 并且主要通过社会比较、社会心理和社会交换三条路径进一步影响下属的工作绩效。未来研究应从行为客体(组织-人际)和行为动机(利己-利他)两个角度对领导越轨行为的内涵进行纵深拓展, 并进一步考察不同诱因的交互影响以及领导越轨行为的作用机制。 ܱՍ 领导越轨行为; 工作场所越轨行为; 个体因素; 情境因素; 工作绩效 ٳোݼ B849: C93 1 ႄ & Pil, 2008)bਸ਼ຓ, ਵ֝ᆀԩᄝܵە໊۷ಸၞෛሢഠ߶֥ࡆሇބࠤखэ۪, ྍࣸࡎᆴযႨಃ৯ބሧჷ, หљ൞ᄝಃ৯ҵएնaഈቍ༯ܴࢌհѩ৫, ۽ቔӆ෮ᄀ݅ྛູ(workplace Й֥ᇏݓԮ໓߄Мࣟ༯, ਵ֝ᄀ݅ྛູऎႵޓdeviance behavior, WDB)—— ჴ۽ິّᇗေ֥ቆ఼֥ႅзྟ, ᆃ۳ቆᆮܵջটࠞն֥็ᅞb߭ᆮ֥ܿٓྛູ—— ၘࣜӮູ֒ࣂఒြ௴ђ૫ਢܤགྷႵ໓ངؿགྷ, ཌྷܱ࣮Ֆ҂ҧ૫૭ඍݖᆃ֥၂۱ܵี(Robinson & Bennett, 1995)bሺܴ၂གྷའ, ൞ఘࣂູᆸޓഒႵህ֥࣮ܱᇿਵቆᆮ࣮ܵਵთ, ۽ቔӆ෮ᄀ݅ྛູ൞၂۱ཌྷ֝ᄀ݅ྛູbႿՎ, ଢభٳႵсေؓཌྷܱܼ֥ؓٗۀ, ݤۂਔ؟ᇕྛູѓద, ೂິჿa֢࣮Ӯݔࣉྛ༢֥൸, Ֆᇏܒࡹਵ֝ᄀ݅ྛູa௺ᅊaฃaВ৯aྟೠಠaე۾ࠌaྐྵ֥ᆜކٳ༅ॿࡏ, ࣉط്љॖିթᄝ֥໙ีၛࠣၩߊa҂؊ྛູaّളӁྛູaّഠ߶ྛູ֩bໃটؿᅚ൝, ၛ௹ࢲކഠ߶ሇМࣟ՜ࣉھਵႵטҰཁൕ, ఒြᇏ၂϶ၛഈ֥ჴ۽ҕაݖᄀ݅თ֥࣮౼֤ྍ֥ؿᅚაb ྛູ, ૄ୍ᆃུྛູ෮ႄؿ֥ڵ૫ުݔఒြ2 领导越轨行为及相关研究辨析 ൳ਔऍն֥ࣜ࠶ാ(Robinson & Greenberg, 1998; Vardi & Wiener, 1996)bਵ֝ᆀඋႿቆᆮჴ۽ؒҕᅶཌྷܱ໓ང, ਵ֝ᄀ݅ྛູ൞ᆷ۽ቔӆ෮ᇏ֥၂ჴ, ൞ႮႿᄝֹ໊ܵഈ֥ห൹ྟ, ࡚ᇏਵ֝ᆀܣၩິّᇗေ֥ቆᆮ֥ܿٓྛູڵሢࠗؿ༯උ۽ቔమିބิശቆᆮࣩᆚ৯֥ᇗေ(Einarsen, Aasland, & Skogstad, 2007; Robinson & ༀ, ၹՎਵ֝ᄀ݅ྛູؓ༯උބቆᆮ߶Ӂള۷Bennett, 1995; Vardi & Wiener, 1996)bਵ֝ᆀЇওࡆധჹ֥႕ཙb ቆᆮ֥ࣜದބ۲۱Ҫ֥ࠩܵದჴbᇗေ֥ቆ۲ࠩਵ֝ᆀ֥ᄀ݅ྛֹູܼٗթᄝႿགྷൌ֥ᆮܿٓऎุᆷቆᆮᇏ۲ᇕᆞൔ֥ᆟҦaܿᅣaᇅఒြ౦ᇏ, ਵ֝ᆀᄝ൧ӆࣜ࠶শӖ༯Ⴄགྷ֥ฃ؇ބੀӱ, ൞၂สሱഈط༯֥ܵ॥ᇅุ༢, ଢڪϧaᄝथҦᇅקݖӱᇏ૫ਢ֥֣֡ၘ֥ࣜᄝႿЌቆᆮ֥ሧჷ҂൳ߊ, Ќᆣቆᆮ֥ۿႄؿਔնਈ֥Ⴤંᆚၰაഠ߶ฐษ(Pinto, Leana, ିބༀିܔοᅶყ௹ଢѓൌགྷ, ൈЌᅰቆᆮӮჴ֥νಆa۽ቔࠏބડၩ؇֩ڞ০(Einarsen et al., 2007; Morrison, 2006)bၹՎິّᆃུܿٓၩ൬۠ರ௹:2011-09-20 ሢॖି࠻߶႕ཙ֞ቆᆮ္߶႕ཙ֞ቆᆮᇏӮჴ* ݓࡅሱಖ॓࿐ࠎࣁሧᇹཛଢ(70872098)b ๙ቔᆀ:؊ྼ, E-mail: wangdx@ ֥০ၭbႮႿᆃ۱۽ቔקၬᇏ࠻Їݣਔᄀ֥݅ေ424
ֻ3௹ ޠ ဌ֩: ቆᆮଽਵ֝ᄀ݅ྛູ࣮ğۀaႺၹაࢲݔ 425 ႻЇݣਔਵ֥֝ေ, ၹՎႵсေٳљؓ۽ቔࠧᆃᇕྛູᇏॖି္Ⴕ০֥࠭Ӯٳ, иࣨ҂ӆ෮ᄀ݅ྛູބਵ֝ྛູਆ۱ਵთ֥ཌྷܱ࣮ࣉႿປಆ֥aື၂֥০࠭ྛູbMainemelis (2010)ྛ߭ܤა൸, ՖطౢགྷႵ࣮აਵ֝ᄀ݅ྛ๙ݖႵࠏᆜކԷᄯ৯ބᄀ݅ྛູ֥໓ངิԛਔູ֥ࢌҭაொ, ၛϺᇹ۷ݺֹࢳਵ֝ᄀ݅ྛ“Էၩ֝ཟᄀ݅”֥ۀ, ѩಪູھᄀ݅ॖି۳ቆູ֥ଽݤb ᆮջটڶႵԷᄯ৯֥Ӂ, ၂֊Ӯۿ, ؓቆᆮط 工作场所越轨行为文献中的相关研究 ࣼ൞۪ଁྟ֥Էྍb Ⴕܱ۽ቔӆ෮ᄀ݅ྛູ֥࣮ቋᄪॖၛሔිࠎႿഈඍٳ༅, ૌؓ۽ቔӆ෮ᄀ݅ྛູ֥֞MangioneބQuinn (1974)bૌ۴ऌາݝӱ؇ཌྷܱ࣮ࣉྛਔ݂ବሹࢲ(ҕі1)bՖᇏॖၛؿ఼֥ࡼᄀ݅ྛູ߃ٳّູളӁྛູބ҂ቔູྛགྷğ(1)Ֆྛູग़ุु, ᄀ݅ྛູ֥ᆷཟؓའ࠻Ⴕູਆো, భᆀᆷܣၩߊܦᇶҍӁ, ުᆀᆷളӁቆᆮႻႵದ࠽, భᆀᇶေ൞აളӁༀཌྷܱ, ުིି֮༯bෛު, HollingerބClark (1982)ᄝ࣮ᆀᄵაቆᆮӮჴཌྷܱb(2)Ֆྛູࠏु, ཌྷ֒ඔᇏؓႋֹิԛҍӁᄀ݅ބളӁᄀ݅bRobinsonބਈ֥ᄀ݅ྛູФಪູ൞ԛႿ۱ದ০֥ॉ੮, Bennett(1995)ಪູഈඍ࣮ᆺ൞ோ૫ֹܱᇿ֞ਔ൞࣮ದჴ္ၩ֞ᄀ݅ྛູᇏ҂ك০ࠏ, ᆌؓቆᆮ֥ᄀ݅ྛູ, ߎႋھࡼದ࠽ၹବೆॉࠧԛႿؓቆᆮࠇቆᆮӮჴ௹ຬ֥၂ᇕಪބଽ߄੮, ၹՎิԛႮ“ᇗ-ັ”ބ“ቆᆮ-ದ࠽”ؽົࣉطሱ჻ᄀ݅b(3)ᆃུ࣮֥ᇶุࠎЧഈऊࢊቕѓܒӮ֥Їݣඹ۱འཋ֥ٳোุ༢, ऎุᆷҍᄝቆᆮଽܼ҆ٗၩၬഈ֥၂Ϯჴ۽, ѩીႵหљӁᄀ݅aളӁᄀ݅aದദ۾ࠌބᆟᇍᄀ݅b ૼಒֹᆌؓଖ၂ಕุ(ೂਵ֝ᆀ)ᅚषษંb GruysބSackett(2003)ࢲކభದ֥࣮ᇗྍ 领导行为文献中的相关研究 ࢸקਔ“ّളӁྛູ”bૌᇶᅦᆃ۱ۀ൮༵ႋ࿐ᆀૌฐ࣮ਵ֝ᆀᄝቆᆮଽ֥ᄀ݅ྛູնᇁھЇݣაༀཌྷܱ֥ଽݤ, ൈ္҂ିޭ൪აႿഈൗࡀ୍ࣴսbAshforth (1994)ಪູВᆟਵༀܱ֥҆ٳbطSpector֩ದ(2006)ಪູᆃᇕ൞֝൞ਵ֝ᆀؓ༯උෛၩযႨሱ֥࠭ಃ৯ࠇಃຯ֥ڎაༀཌྷܱ֥߃ٳѓሙཁ֤ݖႿۀওބ, ၂ᇕׅྛູ, Ֆଽݤഈॖၛ߃ٳӮੂ۱ົ؇ğૌ۴ऌ҂֥ധҪႺၹ(ೂ৯aூসaದ࠽Ԋϟ֡aъԇ༯උaa؎aٞθᇶྟބ֩)ࢳ༅ԛّളӁྛູ֥ࣚ༥߄ଽݤࢲܒ, ऎุЇၩӲـ, ᆃུྛູФಪູᇗഄݝਔ༯උ֥۽ቔওളӁᄀ݅aೃકದaྐྵၩߊa֢ބւ۽bࠒࠞྟaࡆᇗਔ༯උ֥۽ቔ৯bোර֥ۀߎაՎൈ, Robinson ބ O’Leary-Kelly (1998)Ⴕຯಃਵ֝ބೃୱܵbຯಃਵ֝ၧФಪູ൞ࡅၩ֞ᆃུگᄖྛູМުႵ۱܋หᆘ൞“మᄝഄӉൔਵ֥֝၂۱ሰົ؇, ᇶေЇওህಃቔڄaъݝ”, ऌՎิԛਔ၂۱ଽݤ۷ܼ֥ٗۀ—— ّၝ༯උି৯֩ଽಸ(Farh & Cheng, 2000)bTepper ഠ߶ྛູ, ѩࡼఃקၬູ“ᆌؓቆᆮᇏఃჴ۽(2000)ࡼೃୱܵקၬູ“༯උۋᆩ֥֞ܵᆀӻࠇᆜ۱ቆᆮ֥ऎႵమᄝ֥ദุaྏa౦࿂ࠇࣜ࿃іགྷԛট֥ԉડֱၩ֥ეބ٤ეྛູ, ࠶ഄݝ֥ྛູ”b ҂ЇওദุࢤԨ”bMitchellބAmbrose (2007)๙ਸ਼၂ٚ૫, ၂ུ࿐ᆀؿགྷ۽ቔӆ෮ᄀ݅ྛູݖࣉ၂҄ٳ༅ิ౼ԛਆ۱ሰົ؇ğཨࠞ۾ࠌೃႅҟሢކྟࠏބۿିྟቔႨb২ೂ, ࡹഡྟୱ(ೂٕ༯උႅaິّؓ༯උ֥ӵ୶)ބᇶ۾ᄀ݅ބࠒࠞᄀ݅ࣼФಪູ൞ູਔ՜ࣉቆᆮࠇቆᆮࠌೃୱ(Їওӕཱ༯උaᄝఃದ૫భъԇ༯උ০ၭཌྷܱᆀڞ০طؿള֥ᄀ݅ྛູ(Warren, ֩)bෲૌಪູೃୱൌᇉഈ൞၂ᇕ۾ࠌྛູ, ߎႵ2003)b൙ൌഈ, ᄪᄝ1996୍VardiބWienerࣼ࿐ᆀᇶᅦೃୱࣼ൞၂ᇕܵഈ֥“ॣ༲” (Salin, ၇ऌ҂֥ࠏิԛਆᇕࢩಖ҂֥҂؊ྛູğS2003)b ҂؊ྛູ(ࠎႿ۽ऎྟࠏa০࠭ॉ੮)ބO۾ࠌྛູФקၬູ“ਵ֝ᆀᄝ۽ቔ౦ᇏܣ҂؊ྛູ(ࠎႿܿٓྟࠏa০ቆᆮॉ੮)bᆃ൞ၩՖദุࠇᆀྏഈഄݝ༯උ֥ྛູ” (Tepper, ંࢸ൮ՑՖਆᇕཌྷؓؓ৫֥൪࢘ฐษᄀ݅ྛູ֥2007)bႿ۾ࠌྛູ֥گᄖଽݤ, BaronބଽݤbMorrison (2006)ᄵࢹᇹ০ၭཌྷܱᆀંབྷ༥Neuman (1998)ࡼఃྙའֹбნູ“۽ቔӆ෮В৯ӂਔ“ഠ߶ິܿ”, ෲಪູᆺေЇݣႵܱᇿ༯֥Ѣ”, ѩऎุ߃ٳᇕোğე۾ࠌaྐྵದ֥ေ, ࣼॖၛ؎ູ൞၂ᇕഠ߶ྛູ, ၩቅଶބВ৯bطॣ༲ྛູ൞၂ᇕ“҂؎ᇗگ֥ᆌ
426 ྏ ॓ ࿐ ࣉ ᅚ ֻ20ज 表1 工作场所越轨行为文献中相关研究辨析 ྛູѓద ቔᆀ(୍ٺ) ऎุଽಸ/ো ྛູग़ุ ྛູࠏ ҍӁᄀ݅ HollingerބClark (1982); πᇏߊࠏఖ/ഡСa൬൳߭२aߦБቆᆮ ০࠭ RobinsonބBennett(1995) ԛ۽ൈࡗa֢ ളӁᄀ݅ HollingerބClark (1982); ᄪaܣၩӉྨ༏ൈࡗaܣၩࢆ֮۽ቆᆮ ০࠭ RobinsonބBennett(1995) ቔིੱaশٮሧჷ ᆟᇍᄀ݅ RobinsonބBennett(1995) ொฎa҃൙֥ੀaᄳС൙a۞ದ࠽ ০࠭ ٤ᆞࣩ֒ᆚ ّളӁྛູ Spector֩ದ(2006) ೃકದaളӁᄀ݅aྐྵၩߊa֢aದ࠽ބቆᆮ ০࠭ ւ۽ ّഠ߶ྛູ Robinsonބ ྐྵၩߊaీᅊaߴaמБaߦaದ࠽ބቆᆮ ০࠭ O’Leary-Kelly (1998) ྟೠಠa֢aິჿ ҂؊ྛູ VardiބWiener (1996) S(০࠭)aO(০ቆᆮ) ቆᆮ ০࠭ބ০ ഠ߶ິܿMorrison (2006) ིۚ۽ቔິܿaϺᇹິܿaڛༀቆᆮ ০ ິܿ Էၩ֝ཟᄀ݅Mainemelis (2010) ິॆᆞൔ֥ܵᆷط࿃Ֆ൙Էྍቆᆮ ০࠭ބ০ ࠃ ؓ༯උ֥ڵ૫ྛູ, Їݣਔॖۋᆩ֥ಃ৯ҵၳ, ਵ֝(ᆦӻቆᆮaᆦӻ༯උ)b ႏᄯਔԉડֱၩ֥۽ቔߌ” (Salin, 2003), ൞ࠎႿഈඍٳ༅, ૌؓਵ֝ྛູ֥ཌྷ္ܱ࣮Ⴕ࿐ᆀؿགྷॣ༲ྛູऎႵమᄝ֥ۿିྟቔႨbࣉྛਔ݂ବᆜ(ҕі2)bՖᇏॖၛؿགྷğ(1)Ferris, Zinko, Brouer, BuckleyބHarvey (2007)ิՖྛູग़ุु, Ԣਔޓഒ֥࣮ܱᇿ֞ቆᆮ, նԛ၂۱ޙൔ֥Ҁԉܴׄ, ॣ༲ྛູෙಖ߶Ӂളਈ࣮ࡼؓའࠢᇏᄝ༯උ, ط༯උ൞၂۱ཌྷؓหཨࠞުݔ(ೂ֝ᇁ༯උ۽ቔࢊ੮), ൞ᄝหק౦൹֥ದ࠽ٓԐb(2)Ֆྛູࠏु, ᆺႵ۱љ࣮༯ಏ൞၂ᇕႵི֥ቆᆮᆟᇍҦ, ିܔӮۿֹᄝٳ༅ݖӱᇏπൕਔਵ֝ᆀ֥ࠏ, ն؟ඔ࣮႕ཙ༯උіགྷԛކެყ௹֥ྛູbႮՎૌࡼਵؓՎѩીႵౢ༉֥ඪૼbႵ၂ׄॖၛड़ק, ᆃ֝ॣ༲ྛູ߃ٳӮਆোğᅞඌྟॣ༲ބᅞྟॣ఼ུ࣮טਵ֝ྛູ֥ᇶྟaᇗگྟބӻ࿃༲, భᆀᇶေ൞ູਔղӮਵ֝ᆀ۱ದ֥ଢѓ, ުྟหᆘ, ᆃՖҧ૫ᆣૼਵ֝ᆀ൞Ⴕࠏൌീᄀ݅ᆀᄵ൞ູਔϺᇹ۷ࡆႵֹིൌགྷቆᆮ֥ଢѓb ྛູ֥bط۱љӂਵ֝ᆀࠏ֥࣮ࣉ၂҄іഈඍ࣮ࠎЧഈ൞Ֆ༯උ࢘؇টॉҳਵ֝ૼਵ֝ᄀ݅ྛູМު္ॖିႅҟሢ০࠭ބ০֥ᄀ݅ྛູ, ޓഒടࠣ֞ቆᆮሧჷࠇༀٚ૫֥ଽචᇗࠏ, ᆃა۽ቔӆ෮ᄀ݅ྛູ֥ཌྷܱ࣮൞ಸbᆌؓՎ, Lipman-Blumen (2005)Ֆቆᆮ֥࢘؇၂ᇁ֥b ӂਔྟਵ֝ࠣఃྛູหᆘ, նᇁЇওڪϧa3 领导越轨行为的影响因素 ྐྵၩߊaܣၩҠሺaᅳูቌရaࡹ৫ࠞಃၛࠣ۲ᇕ٤ބິمྛູ, ෲಪູྟਵ֝ؓቆՖቆᆮྛູ࿐ބഠ߶࿐࢘؇ु, ۴ऌ҂֥ᆮa০ၭཌྷܱᆀބᆜ۱ದোഠ߶Ӂളߊ৯bՖܱᇿׄ, ਵ֝ᄀ݅ྛູ֥႕ཙၹնᇁॖၛٳູᇏॖၛुԛ, ྟਵ֥֝Ⴕܱٳ༅ၘࣜჹჹӑԛ۱ุၹބ౦ၹਆোb۱ุၹᇶေЇওਵਔቆᆮ֥шࢸ, ۷ࡆ఼טቆᆮ෮ళೆ֥ഠ߶М֝ᆀ֥۱ྟหᆘa۱ุᆩतބದ१࠹࿐หᆘ, ࣟbEinarsen֩ದ(2007)ᄝ࣮ᇏᆜކ༯උބቆᆮط౦ၹЇওቆᆮ໓߄a۽ቔหᆘၛࠣቆᆮଽਆ۱࣮࢘؇ิԛߊਵ֥֝ۀଆbૌ֥ದ࠽႕ཙb οᅶ“ᆦӻ-ഄݝ”ބ“ቆᆮ-༯උ”ؽົቕѓܒࡹਔ 领导者个体因素 ߊਵ֥֝ሸކٳ༅ॿࡏ, ऎุЇওВᆟਵ֝ 个性特征 (ᆦӻቆᆮaഄݝ༯උ)aԛ݅ਵ֝(ഄݝቆᆮaഄሱ॥ᇅି৯൞႕ཙᄀ݅ྛູ֥၂۱ᇗေၹݝ༯උ)aਵ֝(ഄݝቆᆮaᆦӻ༯උ)ބࡹഡbRobinsonބGreenberg (1998)ᆷԛሱ॥ᇅ֮
ֻ3௹ ޠ ဌ֩: ቆᆮଽਵ֝ᄀ݅ྛູ࣮ğۀaႺၹაࢲݔ 427 表2 领导行为文献中相关研究辨析 ྛູѓద ቔᆀ(୍ٺ) ऎุଽಸ/ো ྛູग़ุ ྛູࠏ Вᆟਵ֝Ashforth (1994) ϟ֡aъԇ༯උaa؎aٞθ༯උ ҂ౢԣ ᇶྟaၩӲـ ຯಃਵ֝ FarhބCheng (2000) ህಃቔڄaъၝ༯උି৯ ༯උ ҂ౢԣ ೃୱܵ Mitchell ބ Ambrose (2007); ཨࠞ۾ࠌୱೃaᇶ۾ࠌୱೃ ༯උ ҂ౢԣ Tepper (2000) ۾ࠌྛູ BaronބNeuman (1998); ე۾ࠌaྐྵၩቅଶaВ৯ ༯උ ҂ౢԣ Tepper (2007) ॣ༲ྛູ FerrisބZinko֩(2007); ᅞඌྟॣ༲aᅞྟॣ༲ ༯උ ০࠭ބ০ Salin (2003) ྟਵ֝Lipman-Blumen (2005) ڪϧaྐྵၩߊaܣၩҠሺaᅳูቌቆᆮࠣቆᆮଽ০࠭ ရaࡹ৫ࠞಃa٤/ິمྛູ ຓ০ၭཌྷܱᆀ ߊਵ֝ Einarsen֩(2007) Вᆟaԛ݅aaࡹഡ ༯උބቆᆮ ҂ౢԣ ֥۱ุႮႿၛַ֓ࠏ߶֥Ⴚࠈбࢠಸၞᄀ݅; et al., 2010)bط۽ቔ҂ડၩۋa҂܄ۋၛࠣྏDetert, TreviñoބSweitzer (2008)ؿགྷຓ҆॥ᇅׄఔჿິМॖିӮູᄀ݅ྛູ֥բ߄࠴֥۱ุࡼྛູࢲݔ݂ࣻႿଁᄎaᄎగࠇಃ৯, ҂(Robinson & Greenberg, 1998; Vardi & Wiener, ჻ၩӵքᄳ, ෮ၛᄀ֥݅ॖିྟࢠնbਸ਼ຓ, ࿐1996)bਵ֝ᆀᄝ۽ቔᇏۋ൳֥֞҂܄ᆞؓր(ೂࠛᆀૌߎᆷԛऎႵၛ༯۱ྟౠཟ֥۱ุޓಸၞᄀ݅, ིაྈԏᆭࡗ֥҂ޙ)߶ၛᄀ݅ٚൔᆰࢤሇࡑᇭೂۿ০ᇶၬ(Vardi & Wiener, 1996)aઔࠎົ০۳༯උࠇᆀπᇏБگቆᆮb۴ऌഠ߶ຩં, ᇶၬ(Kish-Gephart, Harrison, & Treviño, 2010)aવंႿຩᇏྏ֥۱ุ(ೂܵದჴ)ߎ߶ࡼᆃᇕ҂གᇶၬ(Morrison, 2006)ބህᇅᇶၬ(Padilla, ܄ᆞ֥ۋᆩԮಙ۳ቆᆮᇏ֥ఃӮჴ, ࣉطHogan, & Kaiser, 2007)֩bཌྷّ, ౠཟ۱ದᅧ॥aႄؿ۷նܿଆ֥ᄀ݅(Pinto et al., 2008)b ڶႵᄳྏބӮࣼ֝ཟ֥۱ุູਔൌགྷԛ֥ࠛ 人口学变量 ིଢѓ߶࣐ਈх૧ᄀ݅, ၹູૌಪູᄀ݅ྛູෙಖ۱љ࣮ಪູದ१࠹࿐หᆘؓྛູყॖି߶ߊ۱ದ֥ሹุིࠛඣ(Diefendorff & ҩ֥ቔႨѩ҂ٳᇗေ, ൞ቔູྛູࢳ֥ࠎMehta, 2007)bᆴ֤ᇿၩ֥൞, ӑُ֥ᷠ৯ູਵ֝Ԥၹ, ದ१࿐эਈ֥ቔႨѩ҂ିປಆޭ൪bᆀᄀ݅Էᄯਔࠏ߶, ᆃჸႿ۱ದᷠ৯ູਵ֝ᆀෑ࣮іૼ, ୯ྟ۷ᄝၩᇛຶఃದ֥ۋ൳ၹՎбଳᄯਔᆞ֥֒܄ᇙྙའѩဃۂਔఃྛູ֥ᆇൌࠏྟ۷ഒҕაᄀ݅, ୍Ӊᆀ߶ሱत൳֞۷؟֥ܿٓ(Padilla et al, 2007)bطऎႵ၍౦ି৯֥ਵ֝ᆀ, ჿඏၹՎა୍ದཌྷб۷ഒҕაᄀ݅, ط࢝ტඣႮႿ߶ᅶܤ֞ఃದ֥ླѩӈӈߐ໊නॉ, ֥ۚ۱ุؓሱ֥࠭ྛູ۷ऎႵᄳۋၹՎб࢝ၹՎбࢠಸၞؿളၛϺᇹದູԛؿ֥ׄᄀ݅ྛტඣ֮ᆀ۷ഒҕაᄀ݅(Robinson & Greenberg, ູ(Morrison, 2006)b 1998; Kish-Gephart et al., 2010)bਸ਼ຓ, ࣮ߎؿ 个体知觉 གྷԛദႿഅ॓ࠇࣜ࠶࿐ህြМ֥ࣟਵ֝ᆀཌྷࢠႿ۱ุ֥֣֡ᆩतၛࠣؓ۽ቔ֥ۋ൳߶ധധఃህြМ֥ࣟਵ֝ᆀ۷ಸၞᄀ݅, ط௹ࢠ؋႕ཙ֞ᄀ݅ྛູb֣֡ಪᆩؿᅚ൞၂۱Ⴎ֥֮֞ۚਵ֝ᆀᄝܵൌᇏіགྷ֤۷ࠏਲࠃၹՎᄀ֥ಪᆩ৵࿃ุ, ФႨটޙਈ۱ุࠎЧࡎᆴܴ֥ྙ֥݅ॖିྟ۷ۚ(Zahra, Priem, & Rasheed, 2005)b Ӯაؿᅚ, ᄀ֥ۚࢨ؍ၩሢᄀӮඃ֥නॉݖӱ, 组织内情境因素 ؟ཛൌᆣᆣऌၘіૼ֣֡ಪᆩؿᅚڵཟყҩᄀ݅ 组织文化 ྛູb۴ऌ֣֡ᅽ࿐ܴ, ཌྷؓᇶၬᆀӈӈࡼ֣֡Ֆሹุഈु, ਵ֝ᄀ݅ྛູಸၞԛགྷᄝ఼טᆷଲ౦߄෮ၛᄀ֥݅ॖିྟࢠնb֣֡ദٺّุࠢᇶၬa҂ಒקྟܿхۚaಃ৯एնބԮ႘֥൞۱ุؓሱദ֣֡หᆘ֥ۋᆩ, ࣮ؿགྷᄀྟ֥໓߄ٲຶᇏ, ᆃᇕ౦ྙ༯ದૌ۷ླေਵ֝ᆀ݅ྛູ൞ۚ؇ሱ֣֡ദٺ֥ࢲݔ(Kish-Gephart ջট֥νಆۋބಕุಪۋ, ၹՎ္۷ିಸಧਵ
428 ྏ ॓ ࿐ ࣉ ᅚ ֻ20ज ֝ᆀ֥҂؊ྛູaህᇅമᇀВᆟ(Padilla et al, 2007; 人际影响 Tepper, 2007)bऎֹุࢃ, ٲຶބ໓߄ؓದ࠽႕ཙაਵ֝ᄀ݅ྛູᆭࡗ္թᄝૡ్৳ਵ֝ᄀ݅ྛູႵཁᇷ֥ყҩቔႨbٲຶ൞༢b۴ऌഠ߶࿐༝ં, ႮႿᄀ݅൞၂ᇕۚڄགቆᆮଽ֥၂ᇕ۽ቔٲຶ, սіሢቆᆮ֥ࡎᆴܴ, ྛູ, ቆᆮӮჴᄝथק൞ڎҕაᄀ݅భ߶Ֆ൙ۡුቆᆮӮჴ“હ൞ᆞ֒ྛູ” (Kish-Gephart et ྛູᇏෆࠢཌ෬(Morrison, 2006)b֒ᆃུ҂ਅ֥al., 2010)bೂݔ၂۱ቆᆮࡼ“յܿइ”൪ቔഅြྛູіགྷᇯࡶؿᅚӮಕุྛູ, ႮႿᄳٳ, ؿᅚ֥ӈ, ପહھቆᆮᇏ֥ਵ֝ᆀбࢠಸၞᄀቆᆮӮჴ߶ߊሱദ֥॥ᇅࠏᇅࣉطҕაᄀ݅݅bοᅶVictorބCullen (1988)֥ܴׄ, ᄝಥι(Robinson & O’Leary-Kelly, 1998)bࣼਵ֝ᆀط, ٲຶ༯ቆᆮ఼טܱྏದѩุࠢ০ၭቋնԢਔ൙႕ཙຓ, ༯උඋྟ္൞၂۱ᇗေႺၹb߄, ᄝჰᄵٲຶ༯ቆᆮ఼ט۴ऌᆞൔ֥ྛሱࡎ֮(ࠧሱቍ֮aሱིିۋ֮aຓ҆॥ᇅູᆷଲ(ೂ۲ᇕܿᅣ)ᇅקथҦ, ၹՎᆃਆᇕ֝ཟ)֥༯උႵՖᇙྏ, ༐ຬ൳֞ਵ֝ᆀ֥ᇗ൪, ٲຶିႵིቅᆸᄀ݅ྛູ, ᆺႵ০֥࠭۷ಸၞඨՖಃຯ, ᆃӮູਵ֝ᄀ݅ྛູ֥฿ಖٲຶಸၞႺؿਵ֝ᆀᄀ݅b໓߄۷ऊࢊႿऎᅰ(Judge, Locke, & Durham, 1997)bࡎᆴಪၩุ֥ቆᆮ॥ᇅࠏᇅ(ೂࢂৣᆟҦ), ቆᆮ๙ݖᆃུሢ༯උაਵ֝ᆀЌӻሢ၂ᇁ֥ࡎᆴܴބྐ, ၂ࠏᇅཟቆᆮӮჴԮ־ౢ༉ૼಒ֥ଢѓ, ၹՎٚ૫ಸၞࠗఏ༯උؓਵ֝ᆀ֥౦ۋ၇ঠ, ਸ਼၂ٚ໓߄఼֥؇ᄀۚ, ਵ֝ᄀ݅ྛູؿള֥ۀੱᄀ֮૫ႻᄹӉਔਵ֝ᆀؓ༯උ֥Ҡ॥, ࣉطሩӉਵ֝(Kish-Gephart et al., 2010)b ᄀ݅ྛູ(Brown & Treviño, 2006)bՎຓ, ታրડ 工作特征 ቀ֥ླ(ЇওࠎЧ֥ളթླა۷ۚࠩљ֥ؿᅚ۽ቔЧദࠞႵॖିႺؿਵ֝ᄀ݅ྛູbбࢠླ)aۋᆩ֥֞ߌຯཽaܿх֥႒ކٚൔ௧ׅ֥൞۽ቔళೆൔࠏ߶, ࣮ᆷԛཌྷ֒ඔਈ֥༯උ۷჻ၩࢤ൳఼൝֥ਵ֝ᆀ, ᆃུၹູਵ֝۽ቔऎႵᄀ݅ь০උྟ, ೂҍༀaཧ൲a֩, ᄀ݅ྛູԷᄯਔсေ่ࡱ(Padilla et al, 2007)b ႮႿᆞൔ֥ቆᆮӱބܵᇅ؇ӈӈޓࡓ॥֞4 领导越轨行为的作用结果 ໊, ቆᆮӮჴԛႿႵཋྟބ۽ऎྟॉ੮ޓႵॖିؿളᄀ݅ྛູ(Pinto et al., 2008; Vardi & Wiener, ն؟ඔ࣮ࠎႿᄀ݅ྛູ֥ߊྟหᆘࡼܱ1996)bऎֹุࢃ, ۱ุᄝቆᆮᇏ֥ྛູथҦ൳ཋᇿ֥ࢊׄࠢᇏᄝᄀ݅ྛູ֥ڵ૫ིݔ, ሹุഈࢃ, ႿႵཋ(٤ປૅ)֥ྟනॉ, ܱᇿ֥҂ࣇ൞ྛູᄀ݅ྛູ߶ࢆ֮ቆᆮ֥ളӁ৯ඣ, ೂༀࠛؿള֥ࢲݔߎЇওྛູؿള֥ࠏ߶, ᄝь০ࠏ߶ིaቆᆮ܄ྛູ֩(Dunlop & Lee, 2004; Cole, ֥Ⴚ༯۽ऎྟ(࠹ෘྟ)ॉ੮ᅝഈڄ, ᄀ݅ྛູWalter, & Bruch, 2008)bࣼਵ֝ᆀط, ਵ֝ᄀ݅ؿള֥ڄགննᄹࡆb۽ቔሱᇶྟ္ऎႵဢ֥ྛູ൞๙ݖڵ૫႕ཙ༯උ֥۽ቔ؇ބྛູቋᇔ႕ཙ, ෛሢቆᆮӮჴ֥۽ቔٓຶބؓ۽ቔ֥॥ᇅؓቆᆮིࠛӁളཨࠞ႕ཙbଢభটु, ᆃᇕ႕ཙಃᇯࡶঔնᄀ݅ྛູࣼޓॖିؿള(Morrison, ᇶေ๙ݖၛ༯่ਫ਼ࣥটؿߨቔႨb 2006)bႮႿਵ֝ᆀᄝ۽ቔᇏऎႵ၂ק֥थҦಃ, 基于社会比较过程 ೂݔ҂ࡆၛႵི֥ࡓაᇅޙᄵ߶ဆэӮಃ৯য߭ܤਵ֝ྛູ໓ང, ྸ؟࣮หљᄎႨቆᆮႨ, ਵ֝ᆀᄀ֥݅ڄགࡼննᄹࡆb҂ಸޭ൪֥܄ંٳ༅ਵ֝ᄀ݅ྛູؓ༯උ֥႕ཙb൞, ۽ቔଢѓႵॖିӮູᄀ݅ྛູ֥ކ߄Zellars, TepperބDuffy (2002)ၛૅݓॢफູဢЧႮbVardiބWiener (1996)ิԛႮႿིࠛଢѓაቆࢣൕਵ֝ೃୱߊਔӱ܄ࣉطӮູቅθ༯උᆮ֥ࡎᆴܴބؿᅚ௹ຬࣅૡཌྷܱ, ၹՎ൞ႄؿᄀቆᆮ܄ྛູ֥၂۱ᇗေభၹ, หљ൞֒༯උࡼ݅ྛູ֥၂ᇕܿٓྟ৯b۴ऌ৯ં, ֒ದቆᆮ܄ྛູुቔ൞࢘ຓྛູ(ࠧ҂ЇݣᄝᆞૌႨԮٚممൌགྷഠ߶௹ຬൈࣼ߶࿊ᄴၛൔ֥۽ቔඪૼބቆᆮࢂৣุ༢ଽ)ൈ, ਵ֝ೃୱაᄀ֥݅ٚൔটղӮଢѓ, หљ൞֒ൌ࠽֥ؿᅚ౦༯උቆᆮ܄ྛູᆭࡗ֥ڵཟܱ༢э֤۷ࡆૼཁ, ྙაყഡଢѓᆭࡗ֥ҵएࢠཬ, ᄀ݅ྛູؿള֥ѩᆃᇕ࢘קၬߎ߶႕ཙ֞ӱ܄෮ؿߨ֥ॖିྟສສࢠն(Schweitzer, Ordóñez, & Douma, ᇏࢺቔႨbAryee, Chen, SunބDebrah (2007)๙ݖ2004)b ؓᇏݓתଲֹଖྐ܄ඳषᅚൌᆣ࣮ؿགྷਵ
ֻ3௹ ޠ ဌ֩: ቆᆮଽਵ֝ᄀ݅ྛູ࣮ğۀaႺၹაࢲݔ 429 ֝ೃୱ൞ݝਔದ࠽܄෮ၛҌؓ༯උ֥ቆᆮ܄ቋᇔ֝ᇁ༯උᆯbೌa໓ᣮބੁൖඨྛູӁളڵ૫႕ཙ, ᆃ۱ࢲݔႵིဒᆣਔᇏݓ(2009)ၛᇏݓఒ൙ြֆ໊ჴ۽ູ࣮ؓའؿགྷ, ਵഠ߶౦ᇏ۷ࡆᇿᇗܱ༢֥໓߄หᆘ, ૼཁႵљ֝ೃୱڵཟყҩ༯උ֥ࡹྛູ, طቆᆮᆦӻۋބႿ༆ٚഠ߶ᇿᇗܿᄵაҕაۋ֥໓߄Ԯbۚರྏνಆۋᄝᆃ۱ڵཟܱ༢ᇏؿߨᇏࢺቔႨb ܻ(2009)ҐႨഈ༯ࠩؓဢЧᆣൌਵ֝ᆀ߶ၹູ 基于社会交换过程 ປಆߊ༯උ֥ቆᆮ܄ۋࣉط႕ཙ༯උ֥ᇛш҆ٳ࿐ᆀࠎႿഠ߶ࢌߐݖӱฐษਔਵ֝ᄀི݅ࠛބ౦ۋӵ୶, ᆃᇕߊྟؓༀ္ིࠛႵޓྛູೂޅႄؿ༯උ֥҂ਅّႋbAshforth (1994)ն֥ڵ૫႕ཙb ๙ݖંٳ༅ᆷԛਵ֝ВᆟႮႿཤਔ༯උؓਵ 基于社会心理过程 ֝ᆀ֥ྐۋࣉطࢆ֮ਔ༯උ۽ቔིࠛbੈᄹaႵ࣮Ֆഠ߶ྏݖӱࢳਵ֝ᄀ݅ྛູაਾफބਾې(2009)০ႨКࣘ6ࡅሰᇅᄯఒြᇏ༯උࢲݔэਈᆭࡗ֥ܱ༢b২ೂ, ਵ֝ೃୱФಪ112۱“ᇶܵ-༯උ”֥ؓඔऌ๙ݖҪ݂ࠩ߭ٳ༅ູ۳༯උջটྏ৯ބ౦࿂ݻࢰ, ڵ૫႕ཙ༯ؿགྷ, ਵ֝ೃୱ߶ߊ༯උؓഈࠩᇶ֥ܵྐ, උ֥۽ቔડၩ؇, ۷բ߄༯උ֥ᆯၩཟ(Tepper, طࡨഒༀིࠛބቆᆮ܄ྛູbሷႸ(2008)2007)bൌᆣ࣮ؿགྷ౦ۋӵ୶ᄝਵ֝ೃୱა༯උؓದቆᆮᇏ֥ຯಃਵ֝ࣉྛ္࣮ؿགྷ, ຯಃࢲݔэਈᆭࡗؿߨᇏࢺིႋ(Tepper, Henle, ਵ֝ڵཟყҩ༯උؓᇶ֥ܵྐa۽ቔડၩ؇ބLambert, Giacalone, & Duffy, 2008)bAshforth ቆᆮӵ୶, ѩ༯උؓᇶ֥ܵྐᄝຯಃਵ֝ა(1994)ಪູਵ֝Вᆟཤਔ༯උ֥ሱቍބଽ҆۽ቔડၩ؇aቆᆮӵ୶ᆭࡗٳљؿߨᇏࢺቔႨb ࠏ, ༯උ߶࿊ᄴݝༀིࠛቔູ၂ᇕูս֥߭๙ݖؓభದ࣮֥൸ބሹࢲ, ਵ֝ᄀ݅ྛႋٚൔbDuffy, GansterބPagon (2002)္ᇶᅦোູ۳ቆᆮջট֥ުݔᇶေุགྷᄝؓ༯උ۽ቔර֥ܴׄ, ૌᆷԛᇶ֥ܵݝྛູ۳༯උջট؇a۽ቔྛູބ۽ቔི֥ࠛ႕ཙഈ, طᆃᇕ႕ཙ౦࿂ഈ֥ಠ, ႄؿ༯උّ֥ളӁྛູ, ᆃᇕഄᇶေ൞๙ݖᇕቔႨ֤ࣥၛൌགྷ, ٳљ൞ഠ߶ݝ۷മႿᇶ֥ܵᆦӻྛູؓ༯උ֥႕ཙbFerrisбࢠݖӱaഠ߶ྏݖӱބഠ߶ࢌߐݖӱbࢲކ֩ದ(2007)ิԛᇶܵॣ༲߶ᄯӮ༯උ۽ቔࢊ੮a۽భ໓ؓਵ֝ᄀ݅ྛູႺၹ֥ٳ༅, Ч໓܍ীԛਵቔ҂ડa۽ቔࠏಌكࣉ၂҄ࢆ֮۽ቔིࠛ֝ᄀ݅ྛູ֥భၹުݔଆ(1)b , ѩ 1 ਵ֝ᄀ݅ྛູ֥భၹުݔଆ ᅚਵ֝ᄀ݅ྛູ࣮ิ܂ਔႵၭҕॉ, ൞ႮႿ5 未来研究展望 ۀٓԐa࣮൪࢘֩ٚ૫թᄝҵၳ, ໃট࣮ਵ֝ᆀቔູቆᆮ֥սದ, ҂ࣇؓ༯උ֥ႋھหљܱᇿၛ༯ࠫ۱ٚ૫֥ଽಸb ؇ބྛູӁളऍն֥႕ཙ, ط൞ቆᆮི֥ܱࠛ 纵深拓展领导越轨行为的内涵 थקၹᆭ၂, ၹՎਵ֝ᄀ݅ྛູ൞ቆᆮܵෙಖਵ֝ᄀ݅ྛູॖၛФࢸקູ“۽ቔӆ෮ᇏ҂ಸޭ൪֥၂۱ᇗေ໙ีbགྷႵ࣮Ӯݔؓषᇏਵ֝ᆀܣၩິّᇗေ֥ቆᆮ֥ܿٓྛູ”,
430 ྏ ॓ ࿐ ࣉ ᅚ ֻ20ज ਵ֝ᆀᄝቆᆮଽ߶іགྷԛଧུऎุো֥ᄀ݅ྛ֝౦ۋ၇ঠ֥ൈ္πҟሢᇹӉਵ֝ᄀ֥݅మᄝາູ൞ໃট࣮ႋھܱᇿ֥൮ေ໙ีb๙ݖؓభದག; Umphress֩ದ(2010)Ⴈൌᆣඔऌᆣൌਔቆᆮಪ࣮֥߭ܤބ൸, ਵ֝ᄀ݅ྛູ֥ଽݤॖିခؓቆᆮӮჴ٤ྛູ֥ᆞཟყҩቔႨbၹՎ, ሢਆ۱࢘؇ࣉྛሺധຉᅚğ၂൞ྛູग़ุ࢘؇bູਔഡ࠹ԛႵᆌؓྟ֥ٝპծീ, ࣂުႋھࢲކಃࢲކ࠻ສ֥ཌྷܱ໓ང, ਵ֝ᄀ݅ྛູ֥ؓའॖିэ൪࢘षᅚਵ֝ᄀ݅ྛູ႕ཙၹ֥؟Ҫ૫࣮, ൈᆷཟቆᆮބದ࠽ਆ۱ٚ૫, ఃᇏದ࠽ѩ҂൞Ֆᇏ۷ࡆౢ༉ֹӂਵ֝ᄀ݅ྛູ֥ྙӮࠏb ປಆअཋႿ༯උ, ط൞ႋھЇݣቆᆮଽԢਵ֝ᆀ 加强关注不同层面的结果变量 Ч໊ၛຓ֥ః෮ႵӮჴbؽ൞ྛູࠏ࢘؇bෙಖնਈ࣮ฐษਔਵ֝ᄀ݅ྛູؓ༯උ۱ਵ֝ᄀ݅ྛູѩ၂קປಆ൞ԛႿؓ۱ದ০ၭุ֥ܱ֥႕ཙ, ൞ࢠഒടࠣ֞ؒ/ቆᆮҪ૫֥ࢲᇿݔbᆃॖିჸႿ၂ᇕܥႵ֥ಪᆩ, ࠧਵ֝ྛູສ, ߎႵॖି൞ࠎႿؓఃҕᅶ(ೂದaᆜ۱ಕุ)௹ຬ֥ଽ߄bൌ࠽ഈ, սંࣼಪູᄀ݅ສ൞๙ݖ႕ཙ༯උࣉط႕ཙ֞ᆜ۱ؒ/ቆᆮbߎႵ၂۱మᄝ֥ჰၹ൞ଢభ࣮ࡼਵ֝ᄀ݅ྛູ֥ྛູ൞၂ᇕԉડࠏ߶ᇶၬ֥ࠃྙൔ, ࠧં൞ଽݤअཋᄝ༯උჴ۽ᆃ۱ཌྷؓ༮ᅎ֥ٓԐ, ѩીڎԛႿሱദ০ၭॉ੮ࠇᆀФቆᆮܵ༢ႵིࡓႵЇݣؒༀࠇቆᆮሧჷٚ૫֥ଽಸb֒ਵ֝॥, ྛູᇶุႵᄀ݅ౠཟbߐᆭ, ਵ֝ᄀ݅ྛᄀ݅ྛູ֥ଽݤ֤֞پڶބປ, ࣮ؒ/ቆᆮູ࠻ॖି൞ਵ֝ᆀႵཋྟ֥іགྷႻॖି൞ؓഠҪ૫֥ࢲݔࡼཁ֤ٳсေbਸ਼ຓ, ෙಖն؟ඔ߶౦ۋّ֥ႋb࣍ࢨ؍, Ⴕ࣮ᆷԛᄀ݅ྛູ֥࣮ಪູਵ֝ᄀ݅ྛູऎႵమᄝາݝ, ္Ⴕ࿐ჰࠏѩ҂ࣇࣇअཋႿྛູؿളᆀሱദࠆ০, ᆀิԛ၂ུ҂ुمbਵ֝ᆀ֥ຯЯaॣ༲ᄝห္Ⴕॖି൞ԛႿູᇛຶ০ၭཌྷܱᆀଔ౼ڞ০ࠇᆀקൈ௹(ೂൈࡗࣅༀᇗ)ିܔႵིܵ॥༯උ, ॖϺᇹଢ֥, ೂVardiބWiener (1996)֥O҂؊ିؓༀིࠛӁളᆞ૫ིݔ(Einarsen et al., 2007; ྛູaWarren (2003)֥ࡹഡྟᄀ݅aMorrison (2006)Ferris et al., 2007)bᆃ൞ڎඪૼਵ֝ᄀ݅ྛູა֥ഠ߶ິܿၛࠣUmphress, Binghamބ༯උ֥ᆷ֝ླၛࠣᇛຶߌཌྷࣼॖିӮູMitchell (2010)֥ቆᆮ٤ྛູ, ᆃུ࣮၂ᇕᄹࡆ႕ཙ৯֥ܵ൭؍, ಯླေໃট۷ࡆಆՖ҂ҧ૫πൕໃট࣮ႋھՖྛູࠏԛؿࣉ૫ބ༥ᇁ֥௩༅b ၂҄ധ߄ቆᆮଽਵ֝ᄀ݅ྛູ֥ଽݤܒනb หљᆴ֤၂ิ֥൞, གྷႵ࣮ҧᇗٳ༅ਵ֝ 充分考察不同诱因的交互作用 ᄀ݅ྛູؓྛູग़ุ(ᇶေᆷ༯උ)֥ቔႨ, ༷ෙಖՖ۱ุބ౦ਆ۱࢘؇ुޓ؟ၹؓਵ۳ྛູᇶุ(ࠧਵ֝ᆀЧദ)ջট֥ުݔbϴෛᄀ݅֝ᄀ݅ྛູႵᇗေ႕ཙ, ൞ᆃུၹ֥ყҩ৯ྛູ֥֣֡Ԋॖିᄹࡆਵ֝ᆀ֥౦࿂ݻࢰބ࢘൞ڎ၂Ҫ҂эa൞ڎ߶Ӂളཌྷّ֥ყҩིݔಯᆴ৯, ࣉطࢆ֮ᆯြӮࣼۋbఅܯ֥൞, ᄀ֤݅ໃট࣮ር༥ॉҳbऎุটࢃ, ֻ၂, ໃট࣮֥ਵ֝ᆀᄝఒြଽ҆ѩીႵᅱᇁؓሱദ֥ૼཁႋ֒ᄝགྷႵ࣮Ӯݔ֥ࠎԤഈབྷ༥ฐษ۲ᇕ҂ݝbErickson, ShawބAgabe (2007)ᄝႵܱטҰᇏభၹэਈᆭࡗ֥ࢌቔႨbਵ֝ᄀ݅ྛູ҂ࣇࣇؿགྷ, ᆺႵ%֥ਵ֝ᆀၹՎषਔቆᆮ, ध൞൳۱ྟหᆘބྏၹ֩႕ཙӁള֥ࢲݔіགྷ, ն؟ඔѩીႵ൳֞ቆᆮ֥ԩـ, Ⴕದമᇀߎࠆ֤ط൞ᄝഠ߶߄ݖӱᇏ൳֞Їওቆᆮaದ࠽ᄝଽ֥ਔലუބಃ৯֥ᄹӉbᆃ൞ڎπൕਵ֝ᄀ݅ྛູᇭ؟ܱၹ֥ሸކቔႨ, ၹՎႋھหљܱᇿਵॖି൞၂ᇕႵི֥ቆᆮᆟᇍҦ, Ӯۿ႕ཙ༯උ֝ᆀళೆ֥ຓ҆ߌ, ೂ໓߄ٲຶaቆᆮࢲܒaࣉطൌགྷቆᆮଢѓ, ൈᄹӉਵ֝ᆀሱദ֥ಃ৯ༀଢѓaದ࠽֩b২ೂ, ۿ০ᇶၬაਵ֝ބຯຬ, ൞ଢభಯಖಌكԉٳ֥ൌᆣᆣऌbሹᄀ݅ྛູᆭࡗ֥ܱ༢ॖି߶൳֞ቆᆮ໓߄֥႕ཙ, ᆭ, ॉ੮֞ਵ֝ᄀ݅ྛູ֥گᄖྟ, ໃট࣮ႋ༯උ֥౦ۋ(ྛູ)ّႋॖି߶ۄಠਵ֝ᆀ֥۱ุھഡ࠹۷ࡆႵི֥ࢲݔყҩᆷѓ, ၛь۷Ⴕᆌؓᆩतაᄀ݅ྛູᆭࡗ֥ܱ༢bֻؽ, ໃট࣮ߎྟֹฐษਵ֝ᄀ݅ྛູ֥ުݔაᇏࢺࠏᇅ໙ีb ႋھหљၩ၂ུࠒ֥ࠞభၹэਈႵॖିႺؿਵ֝ᄀ݅ྛູb২ೂ, VardiބWiener (1996)ᆷԛቆҕॉ໓ང ᆮୠऊ৯ᄀ఼, O҂؊ྛູؿള֥ॖିྟᄀۚ; 高日光. (2009). 破坏性领导会是组织的害群之马吗?——Padilla֩ದ(2007)ิԛࡎᆴಪᄝᄹ఼༯උؓਵ中国组织情境中的破坏性领导行为研究. 管理世界, 9,
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