ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

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权重望寡:如何化解低地位领导的补偿性辱虐管理行为?

马君1,张锐2   

  1. 1. 上海大学管理学院
    2. 上海大学
  • 收稿日期:2020-11-13 修回日期:2021-09-15 发布日期:2021-09-17
  • 通讯作者: 张锐
  • 基金资助:
    国家自然科学基金;教育部人文社会科学研究规划基金项目

Mindfulness and Trust: How to prevent the compensatory abusive behaviors of the low-status supervisors?

Jun Ma1,张 锐2   

  1. 1.
    2. Shanghai University
  • Received:2020-11-13 Revised:2021-09-15 Published:2021-09-17
  • Contact: 张 锐
  • Supported by:
    National Natural Science Foundation of China;The Ministry of Education of China Layout Foundation of Humanities and Social Sciences

摘要: 职务职级并行制度,加大了组织内部权力与地位的分离。特别是大量新人被提拔到领导岗位,权力与地位分离带来的弊端凸显。身居要职(权力)却缺乏相应的威望(地位),这在很大程度上限制了领导者在其管辖专业领域内的发言权和控制力,因此,探索领导者权重望寡时所诱发的负面领导行为及其干预机制,具有重要的理论和实践价值。基于低地位补偿理论的三个属性,本文构建了一个两阶段被调节的中介模型,设计两项研究,采用响应面分析、区间估计和J-N法对上述问题进行了分析。研究1结果显示:相对于权力和地位的匹配,权力大而地位低(简称权重望寡)的领导者更会做出辱虐管理行为。研究2结果显示:(1)自我损耗是权重望寡转化为辱虐管理行为的重要机制;(2)领导者自身的正念以及来自高层领导的信任联合调节了权重望寡通过自我损耗对辱虐管理的影响,表明它们是化解低地位领导采取辱虐管理方式以补偿政令不行导致自我价值降低的重要机制。研究拓展了权力与地位不对称的研究,也为化解职位职级分离带来的冲突提供了管理启示。

关键词: 层级不一致, 自我损耗, 辱虐管理, 正念, 信任, 响应面分析

Abstract: The parallel system of position and rank enlarges the separation of power and status within the organization. In particular, a large number of greenhand were promoted to leadership positions, and the disadvantages brought by the separation of power and status became prominent. The high position (power) but lack of corresponding prestige (status), which greatly limits the leader's voice and control in the work, and also endangers the leader's sense of control and self-worth. Therefore, it is of great theoretical and practical value to explore the abusive supervision and its intervention mechanism when leaders' status is difficult to match their power. To address this gap, the main purpose of the current study is to explore mediating effect of leaders' ego-depletion, as well as the moderating effect of leaders' mindfulness and trust from senior managers. The purpose of this study is to explore the reasons why low status leaders adopt abusive supervision and how to prevent this negative leadership style. Based on the three attributes of low-status compensation theory, this paper constructs a two-stage moderated mediation model, designs two studies. In Study 1, a total of 373 valid participants were collected from 58 departments, and polynomial regression and response surface methodology were used to examine the effect of leaders' power and status mismatch (power is lower than status, power is higher than status) on abusive supervision. The purpose of study 2 is to further explore the mechanism and interventions that lead to abusive supervision when leaders have more power than their status. In Study 2, 61 samples were collected by department as a unit. Regression analysis, Bootstrap method, and Johnson-Neyman (J-N) technology were used to examine the moderated mediation effects of two-stage. The analyses of the two studies showed that (1) Leaders with inconsistent hierarchies are more inclined to implement abusive supervision than those with consistent hierarchies; (2) Ego-depletion is deemed as a significant operation mechanism for supervisors to realize the transformation of abusive supervision in the context of the inferiority of their status to their power; (3) The combination of supervisors' mindfulness and trust from senior managers can jointly effectively moderate the effect caused by status is inferior to their power on abusive supervision through ego-depletion, indicating that they are crucial mechanisms for preventing hierarchical inconsistency leading to compensatory abusive supervision. The research has the following theoretical contributions. First of all, this paper deepened the research on the pre-causes of abusive supervision, indicating that abusive supervision is not only the manifestation of leaders' abuse of power, but also may be caused by the lack of status. Second, this paper reveals the mechanism and intervention mechanism of abusive supervision by low-status leaders. Third, this paper extends the low-status compensation theory from social fields (such as school shooting, terrorism, murder and other "hot" violent behaviors) to workplace. This study also provides management implications for preventing the conflict caused by the separation of power and status.

Key words: hierarchical inconsistency, ego-depletion, abusive supervision, mindfulness, trust, response surface analysis

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