Coping strategies for abusive supervision: An interpersonal rejection-based multi-dynamic model

doi:10.3724/SP.J.1042.2020.00844

Abstract

Abstract:

As the literature on abusive supervision has gained a great understanding of its detrimental effects and the underlying mechanisms, how subordinates cope with the experience of abusive supervision and the effectiveness of different coping strategies are promising new directions for future research. In this article, based on the multi-dynamic model of interpersonal rejection, we discussed how subordinates might cope with the experience of abusive supervision differently at low and high levels of LMX, and proposed a model in which certain coping strategies can lead to the subsequent experience of increased abusive supervision. We suggest future research strengthen our understanding of subordinates’ coping strategies for abusive supervision with a focus on exploring new coping strategies, including individual different variables, and examining situational factors as moderators. Further, future research can investigate the negative interactions between leaders and subordinates, and provide theoretical support for breaking the cycle of abusive supervision.

Key words: abusive supervision, coping strategies, multi-dynamic model, leader-member exchange

CLC Number:

B849:C93

YAN Yu, ZHAO Ying. Coping strategies for abusive supervision: An interpersonal rejection-based multi-dynamic model[J]. Advances in Psychological Science, 2020, 28(5): 844-854.

Figures/Tables 4

References 50

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研究	自变量	中介/调节变量	因变量	理论基础	相关发现
Pan & Lin, 2018	领导消极情感	辱虐管理	下属消极情感; 工作满意度; 个人主动性	认知神经调节模型; 权力/资源依赖视角; 受害者促进理论	低质量LMX的条件下, 领导的消极情感会通过辱虐管理提升下属消极情感并降低工作满意度和个人主动性。
Park et al., 2018	辱虐管理	中介: 心理压力调节: 性别差异	沉默	资源保护理论	辱虐管理通过增加心理压力导致下属沉默的现象, 并提出上下级关系差异这一关系情境的调节作用
许黎明等, 2018	辱虐管理	强迫工作激情; 和谐工作激情	促进性/抑制性建言行为;	二元工作激情理论	辱虐管理不仅会减少下属的和谐工作激情, 也会增加其强迫工作动机, 从而影响下属的建言行为
沈伊默等, 2019	辱虐管理	中介:心理契约破坏调节:中庸思维	下属创造力	心理契约理论; 认知-情感加工系统理论	主管的辱虐管理行为会通过心理契约破坏的中介作用, 间接影响员工创造力, 但当下属的中庸思维水平较高时, 心理契约破坏的中介作用较弱
Pyc et al., 2017	辱虐管理;专制型领导风格	中介: 抑郁;焦虑	耗竭; 躯体症状; 工作满意度; 退出意向; 低绩效	工作压力模式	两种消极领导方式具有相似性, 焦虑和抑郁在辱虐管理对下属离职意向的负向作用中起中介作用
Ferris et al., 2016	辱虐管理;主管排斥;主管破坏	中介: 愤怒;焦虑	趋近式/逃避式反生产工作行为	情绪与趋近-回避原则	辱虐管理通过愤怒的中介作用引起下属的趋近式反生产工作行为, 如话语粗鲁或直接对峙。
Velez & Neves, 2016	辱虐管理	中介: 身心症状; 调节: 工作自主权	生产偏离	工作要求- 资源模型	工作自主权能够缓解辱虐管理对身心症状和生产偏离的负面影响。
Michel et al., 2016	辱虐管理	中介: 工作相关的消极情感; 调节: 基于下属和组织的攻击性	工作场所偏离行为	情感事件理论	辱虐管理通过激发下属与工作相关的消极情感而增加工作场所偏离行为, 且下属的攻击信念态度和组织攻击规范对这一关系起调节作用。
Kiewitz et al., 2016	辱虐管理	中介: 担心; 防御性沉默调节: 自信;担心氛围	进一步辱虐	趋近模型视角; 自信预期视角	低自信水平和高担心氛围感知会强化辱虐管理-担心-防御性沉默之间的关联性, 且能预测领导进一步辱虐管理。
Yu et al., 2016	辱虐管理	中介: 情感承诺; 调节: 未来工作自我清晰度	工作绩效	认同视角	情感承诺在辱虐管理与下属工作绩效间起中介作用, 且下属未来工作清晰度会放大辱虐管理的破坏性影响。
Schaubroe ck et al., 2016	相对辱虐管理	中介: 感知到的同伴尊重; 调节: 团体效能	离职意向; 组织认同; 情感承诺; 工作绩效	社会认同理论	在高效能团体中, 辱虐管理会通过降低下属感知到的同伴尊重从而降低绩效并产生离职意向。

研究	自变量	中介/调节变量	因变量	理论基础	相关发现
Pan & Lin, 2018	领导消极情感	辱虐管理	下属消极情感; 工作满意度; 个人主动性	认知神经调节模型; 权力/资源依赖视角; 受害者促进理论	低质量LMX的条件下, 领导的消极情感会通过辱虐管理提升下属消极情感并降低工作满意度和个人主动性。
Park et al., 2018	辱虐管理	中介: 心理压力调节: 性别差异	沉默	资源保护理论	辱虐管理通过增加心理压力导致下属沉默的现象, 并提出上下级关系差异这一关系情境的调节作用
许黎明等, 2018	辱虐管理	强迫工作激情; 和谐工作激情	促进性/抑制性建言行为;	二元工作激情理论	辱虐管理不仅会减少下属的和谐工作激情, 也会增加其强迫工作动机, 从而影响下属的建言行为
沈伊默等, 2019	辱虐管理	中介:心理契约破坏调节:中庸思维	下属创造力	心理契约理论; 认知-情感加工系统理论	主管的辱虐管理行为会通过心理契约破坏的中介作用, 间接影响员工创造力, 但当下属的中庸思维水平较高时, 心理契约破坏的中介作用较弱
Pyc et al., 2017	辱虐管理;专制型领导风格	中介: 抑郁;焦虑	耗竭; 躯体症状; 工作满意度; 退出意向; 低绩效	工作压力模式	两种消极领导方式具有相似性, 焦虑和抑郁在辱虐管理对下属离职意向的负向作用中起中介作用
Ferris et al., 2016	辱虐管理;主管排斥;主管破坏	中介: 愤怒;焦虑	趋近式/逃避式反生产工作行为	情绪与趋近-回避原则	辱虐管理通过愤怒的中介作用引起下属的趋近式反生产工作行为, 如话语粗鲁或直接对峙。
Velez & Neves, 2016	辱虐管理	中介: 身心症状; 调节: 工作自主权	生产偏离	工作要求- 资源模型	工作自主权能够缓解辱虐管理对身心症状和生产偏离的负面影响。
Michel et al., 2016	辱虐管理	中介: 工作相关的消极情感; 调节: 基于下属和组织的攻击性	工作场所偏离行为	情感事件理论	辱虐管理通过激发下属与工作相关的消极情感而增加工作场所偏离行为, 且下属的攻击信念态度和组织攻击规范对这一关系起调节作用。
Kiewitz et al., 2016	辱虐管理	中介: 担心; 防御性沉默调节: 自信;担心氛围	进一步辱虐	趋近模型视角; 自信预期视角	低自信水平和高担心氛围感知会强化辱虐管理-担心-防御性沉默之间的关联性, 且能预测领导进一步辱虐管理。
Yu et al., 2016	辱虐管理	中介: 情感承诺; 调节: 未来工作自我清晰度	工作绩效	认同视角	情感承诺在辱虐管理与下属工作绩效间起中介作用, 且下属未来工作清晰度会放大辱虐管理的破坏性影响。
Schaubroe ck et al., 2016	相对辱虐管理	中介: 感知到的同伴尊重; 调节: 团体效能	离职意向; 组织认同; 情感承诺; 工作绩效	社会认同理论	在高效能团体中, 辱虐管理会通过降低下属感知到的同伴尊重从而降低绩效并产生离职意向。

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