辱虐管理、心理安全感知与员工建言

基于中国组织情境中辱虐管理对员工建言行为影响的研究,认为企业上级领导实施辱虐管理,首先会削弱员工的心理安全感,继而影响员工建言行为,心理安全感知是辱虐管理与员工建言之间的关系的中介。此外,研究结论还表明,辱虐管理对心理安全感知的削弱作用会受到员工不确定性规避特质的影响,对于高不确定性规避的员工而言,企业上级领导实施辱虐管理,此类员工感受到的"心理不安全"更强。最后,以来自新疆维吾尔自治区2家石化企业中的258名员工和102名上级领导的配对数据验证了以上理论假设。     

Abusive supervision and the entitled employee

We present two studies that examine the effects of psychological entitlement on employees' ratings of abusive supervision and their behavioral reactions to these perceptions. Study 1 indicated that entitlement was positively associated with ratings of abusive supervision. Perceived abuse was, in turn, associated with upward undermining behaviors and organizational deviance. In Study 2, we re-examined the hypothesized relationships using paired data from employees and their coworkers. The results replicated those from the first study and showed that entitled employees rated supervisors as more abusive than coworkers who shared the same supervisors. Although this variance is likely driven by a combination of perceptual distortion and actual abusive behaviors, the ultimate implication is that psychologically entitled employees are prone to feel that they are victims of abuse and to react in undesirable ways.     

Abusive supervisory reactions to coworker relationship conflict

This study extends research on abusive supervision by exploring how supervisor reports of conflict with their coworkers are related to abusive behaviors and resulting outcomes. We utilize research on displaced aggression, conflict, and leader–member exchange (LMX) theory to formulate our hypotheses. Results from two samples of 121 and 134 matched supervisor–subordinate dyads support the idea that supervisors experiencing coworker relationship conflict are likely to engage in abusive behaviors directed toward their subordinates and that LMX quality moderates this relationship. Additionally, abusive supervision was associated with decreased work effort and organizational citizenship behaviors (OCB). Results also indicate that in both samples abusive supervision mediates the relationships between supervisor reports of coworker relationship conflict and OCB, and in one sample mediates the association between supervisor-reported coworker relationship conflict and work effort.     

不打不成器:挖掘辱虐管理的正效应、负效应和净效应

辱虐管理一直是负面组织行为的研究热点,近年呈现一些新趋势,特别是在崇尚“不打不成器”的本土情境下,挑战视之为“绝对恶魔”的呼声渐起。理论创始人Tepper也呼吁进行更多的研究来比较与整合其正面和负面效应。摒弃已有研究忽视辱虐管理主观目的性的研究惯例,从概念本源出发,整合感知控制理论与有限控制理论双重线索,探讨了辱虐管理与下属绩效的倒U型关系及其成因。453份配对样本的Fieller法和J-N法检验结果支持了倒U型假设,并揭示辱虐管理对下属自我努力有凹型影响,较大程度上促进下属的纠偏努力,对自我损耗有凸型影响,加剧损耗;正负效应的叠加导致倒U型净效应出现。研究结果有助于深化辱虐管理影响机制研究,也有助于丰富和拓展非线性方法研究。     

Losing sleep: Examining the cascading effects of supervisors' experience of injustice on subordinates' psychological health

Abstract

In this paper, we identify two types of injustice as antecedents of abusive supervision and ultimately of subordinate psychological distress and insomnia. We examine distributive justice (an individual's evaluation of their input to output ratio compared to relevant others) and interactional injustice (the quality of interpersonal treatment received when procedures are implemented). Using a sample of Filipinos in a variety of occupations, we identify two types of injustice experienced by supervisors as stressors that provoke them to display abusive supervision to their subordinates. We examine two consequences of abusive supervision – subordinate psychological distress and insomnia. In addition, we identify two moderators of these relationships, namely, supervisor distress and subordinate self-esteem. We collected survey data from multiple sources including subordinates, their supervisors, and their partners. Data were obtained from 175 matched supervisor–subordinate dyads over a 6-month period, with subordinates' partners providing ratings of insomnia. Results of structural equation modelling analyses provided support for an indirect effects model in which supervisors' experience of unfair treatment cascades down the organization, resulting in subordinate psychological distress and, ultimately in their insomnia. In addition, results partially supported the proposed moderated relationships in the cascading model.     

Righting a wrong: Retaliation on a voodoo doll symbolizing an abusive supervisor restores justice

When a subordinate receives abusive treatment from a supervisor, a natural response is to retaliate against the supervisor. Although retaliation is dysfunctional and should be discouraged, we examine the potential functional role retaliation plays in terms of alleviating the negative consequences of abusive supervision on subordinate justice perceptions. Based on the notion that retaliation following mistreatment can restore justice for victims, we propose a model whereby retaliation following abusive supervision alleviates the negative effect of abusive supervision on subordinate justice perceptions. In two experimental studies (Study 1 and 2), whereby we manipulated abusive supervision and subordinate symbolic retaliation—in particular, harming a voodoo doll that represents the abusive supervisor—we found general support for our predictions. Theoretical and practical implications are discussed.     

A model of injustice,abusive supervision,and negative affect

In this study we test a model of workplace interactional injustice, abusive supervision, and subordinate outcomes (work–family conflict and job performance) using affect to explain behavior. In a sample of 200 full-time workers from various industries, their supervisors, and workers' family members, for a total sample of 600 respondents, we position state negative affect as the explanatory mechanism for both how supervisors' perceptions of injustice are associated with subordinates' perceptions of abusive supervision, and also how abusive supervision, in turn, may be associated with subordinates' job performance and their family members' perceptions of work–family conflict. Organizational justice theory underpins our model.     

层级威胁视角下员工向上异议对主管阻抑的影响研究

基于社会层级理论,采用多时点与多来源数据收集策略,通过对351名员工与主管的配对数据,对员工向上异议与主管阻抑之间的内在作用机理和情境条件进行了分析探索。研究结果表明:员工向上异议与主管阻抑呈显著的正相关关系;主管层级威胁感知在员工向上异议与主管阻抑之间发挥中介作用;主管谦逊不仅负向调节着员工向上异议与主管层级威胁感知的直接效应,而且负向调节员工向上异议通过主管层级威胁感知对主管阻抑的间接效应。     

Perceived intent of supervisor as a moderator of the relationships between abusive supervision and counterproductive work behaviours

This study examined the relationship between perceived intent of supervisors and subordinates' counterproductive responses to abusive supervision. Data were collected in two waves approximately one month apart from 268 full-time employees from the United States and in various occupations. Two forms of perceived intent of abusive supervision were assessed: hostile intent (i.e. abuse believed to be intended to cause harm to the subordinate) and motivational intent (i.e. abuse believed to be intended to motivate good performance from the subordinate). In general, subordinates who reported greater frequency of abusive supervision of both types at Wave 1 were more likely to engage in counterproductive work behaviours (CWBs) at Wave 2 than those who reported less abuse. As hypothesized, abusive supervision was more strongly associated with CWBs when perceived hostile intent was high rather than low. Contrary to expectations, abusive supervision was also more strongly associated with CWBs when perceived motivational intent was high rather than low. Our findings show that abuse by supervisors can result in CWBs by subordinates even if those subordinates believe that the abuse is intended to be motivational.     

Politics under abusive supervision: The role of Machiavellianism and guanxi

The study examines the relationships between abusive supervision, subordinates’ perceptions of organizational politics (POPs), and political behavior. The moderating roles of Machiavellianism (Mach) and guanxi in these relationships are also examined. Data were collected from 280 supervisor–subordinate dyads in a Chinese taxation bureau. Results indicate that, under abusive supervision, subordinates experienced heightened POPs and were more likely to engage in political behavior. Furthermore, the relationship between abusive supervision and POPs was stronger among low-Mach subordinates. Moreover, the relationship between POPs and political behavior is strongest among high-Mach individuals who have strong guanxi with their supervisor. The findings indicate that abusive supervision has important implications for political dynamics in an organization, and the political perspective serves as a meaningful theoretical lens to examine its impact.     

The Influence of Abusive Supervisors on Followers' Organizational Citizenship Behaviours: The Hidden Costs of Abusive Supervision

In this paper, we identified an expanded array of mediators including interactional justice, organizational‐based self‐esteem, and the meaning of work, which link abusive supervision to two organizational citizenship behaviours – prosocial silence and prosocial voice. Data from 175 employee–supervisor dyads in the Philippines were collected. Results of structural equation modelling revealed that abusive supervision was significantly negatively associated with followers' perceptions of interactional justice, which in turn was negatively associated with supervisor‐rated prosocial voice behaviours. In addition, abusive supervision was negatively associated with followers' beliefs that they are engaged in meaningful work and with organizational‐based self‐esteem, which in turn negatively influenced self‐rated prosocial silence. The discussion focuses on the implications of the hidden costs of abusive supervision in organizations.     

Supervisor's HEXACO personality traits and subordinate perceptions of abusive supervision

Abusive supervision is detrimental to both subordinates and organizations. Knowledge about individual differences in personality related to abusive supervision may improve personnel selection and potentially reduce the harmful effects of this type of leadership. Using the HEXACO personality framework, we hypothesized that subordinates perceive leaders high on Agreeableness and Honesty-Humility as less abusive. In a sample of 107 unique supervisor-subordinate dyads that filled out the online questionnaire, we found that both Agreeableness and Honesty-Humility were negatively related to subordinate perceptions of abusive supervision. Our findings contribute to our understanding of the origins of abusive supervision and hopefully stimulate future research on supervisor personality and abusive supervision.     

Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea

Applying activation theory, this study examined the possibility of a curvilinear relationship between abusive supervision and employee creativity. Using survey responses of 203 subordinate–supervisor dyads in South Korea, hierarchical regression analyses demonstrated a curvilinear (inverted U-shaped) relationship between a supervisor's abusive behaviors and an employee's creative performance. Specifically, employees exhibited more creativity when abusive supervision was at a moderate level rather than at very low or very high levels. Implications for theory and practice are discussed.     

A moderated mediation model of the relationship between abusive supervision and knowledge sharing

This study uses the conservation of resources theory to examine the influence of a leader's destructive behaviors by investigating how emotional exhaustion resulting from abusive supervision affects employees' knowledge-sharing behaviors. Using a moderated mediation framework, this study suggests that organizational justice moderates the positive relationship between abusive supervision and employees' emotional exhaustion and attenuates the negative indirect effect of abusive supervision on employees' knowledge-sharing behaviors. The results of this study, drawn from a sample of 202 dyads comprising full-time employees and their immediate supervisors, support most of its hypotheses. The implications and limitations of the study, as well as directions for future research, are discussed.     

Exploration of the impact of organisational context on a workplace safety and health intervention

ABSTRACT

The Safety and Health Improvement Program (SHIP) was designed to increase workers’ safety and health using supervisor/leadership training. SHIP was implemented and evaluated in a cluster randomized controlled trial with 20 supervisors and 292 construction crew members representing a high-risk industry. The intervention had three components: (1) computer-based training to teach supervisors ways to better support worker safety and work-life challenges; (2) supervisor behavioural self-monitoring to facilitate transfer of training to practice; and (3) team-based discussions with supervisors and work crew members to identify challenges and opportunities for improvement with 30, 60, and 90 day follow-up check-in meetings. Main effects for the intervention on perceptions of family supportive supervisor behaviors, team effectiveness, and work-life effectiveness were not found, suggesting that the pre-intervention context could help explain the lack of intervention effects. We found that the intervention was more beneficial for work crew members who had poorer pre-intervention perceptions of their supervisor (lower leader-member exchange) and lower perceived team cohesion, suggesting the important impact of the organisational context on intervention effects. We argue that perhaps these work crews were more ready for change and improvements in functioning than were the crews that were already functioning well.     

应对辱虐管理:下属逢迎与政治技能的作用机制研究

辱虐管理的现有研究主要集中在辱虐管理对下属各种工作后果变量的影响及中介机制的探讨上,少有研究从下属视角出发,关注下属如何应对来自领导的辱虐管理.在理解下属情绪耗竭及离职倾向与主管辱虐管理关系的基础上,本研究认为下属会采取逢迎策略应对辱虐管理以缓解消极后果,但逢迎并不一定能化解来自领导的"辱虐",实际后果取决于逢迎主体拥有的政治技能水平.政治技能高则能达成缓解意图,政治技能低则可能适得其反.通过对北京六家电子制造企业中的283名员工的分析发现:主管辱虐管理对下属情绪耗竭和离职倾向有显著的影响,当下属政治技能较高时,下属采取逢迎行为能缓解辱虐管理的消极影响,而当下属政治技能较低时,下属采取逢迎行为反而会增强辱虐管理的消极影响.     

I get by with a little help from my supervisor: Creative-idea generation,idea implementation,and perceived supervisor support

In two studies using both field (165 employees and their 24 direct supervisors from a manufacturing firm in Study 1) and experimental (123 second-year undergraduate student participants in lab Study 2) data, we explore how perceived supervisor support acts as a crucial contingency that enables higher levels of idea implementation from creative-idea generation. First, we suggest that excessive creative-idea generation (in terms of both frequency and creativity of ideas) can lead to diminished returns with regard to idea implementation. Drawing on a resource allocation framework, we hypothesize and find a curvilinear inverse U-shaped relationship between employee creative-idea generation and implementation. Second, we find that higher levels of perceived supervisor support dampen the curvilinear relationship between creative-idea generation and idea implementation. Accordingly, perceived supervisor support seems to provide employees with access to resources and support needed for idea implementation, making highly creative ideas more implementable.     

Supervisor undermining and submissive behavior: Shame resilience theory perspective

This study investigates the underlying mechanism between supervisor undermining and employee submissive behavior by proposing and testing a serial mediation moderation model. We suggest shame and selfcriticism as an explanatory mechanism between supervisor undermining and submissive behavior, and employee resilience as a coping mechanism between feelings of shame and self-criticism. We employed Shame Resilience Theory to explain the proposed model that states how supervisor undermining triggers shame among victim subordinates, which turns into self-criticism and ultimately manifests as submissive behaviors. We tested our proposed model on 251 responses from service sector employees in a time-lagged (four intervals) design. We examined different alternative models to test the serial mediation model. The results proved that supervisor undermining leads to employee submissive behavior and shame, and self-criticism serially mediates this relationship. The moderation hypothesis was also proved. Limitations and future research directions along with theoretical and practical implications are given at the end.     

Subordinate social adaptability and the consequences of abusive supervision perceptions in two samples

The present investigation examined social adaptability as a moderator of the relationships between perceptions of abusive supervision and several work outcomes. Specifically, we hypothesized that individuals with lower levels of social adaptability would be more adversely affected by heightened levels of abusive supervision perceptions than employees with greater levels of social adaptability. Data from two samples offered strong support for the hypotheses. Specifically, employees with lower levels of social adaptability reported heightened job tension (i.e., Sample 1) and emotional exhaustion (Samples 1 & 2), as well as diminished job satisfaction (Samples 1 & 2) and work effort (Samples 1 & 2) as perceptions of abusive supervision increased, whereas employees with greater social adaptability skill were less strongly affected by their perceptions of abusive supervision. Contributions of the research to scholarship and practice, strengths and limitations, and directions for future research are discussed.     

Supervision für Ehrenamtliche

Supervision with volunteers in social workWhile professional supervisors are increasingly requested to work with volunteers, the widening scope of application evokes specific problems to both supervisors and volunteers. This article is supposed to carry forward the preceding article in OSC 2/05. The author describes the special features of voluntary service by example of ambulant hospice work and relates them to the setting of supervision. It becomes evident, that it is necessary to modify and extend the roles of the supervisor in order to work successfully. The author emphasizes the adequate choice of methodic repertoire. In many respects psychodramatic supervision is suited particularly for the work with volunteers.