权重望寡：如何化解低地位领导的补偿性辱虐管理行为?

doi:10.3724/SP.J.1041.2022.00566

摘要/Abstract

摘要：

权力与地位来源不同且体验有别, 二者分离是常态。如果领导者手握权柄却缺乏相应的地位威望, 将限制其控制力, 产生潜在不良后果。基于低地位补偿理论, 构建一个两阶段调节的中介模型, 设计两项研究, 旨在探索领导者“权重望寡” (即权力高, 地位低)所诱发的负面领导行为及其干预机制。研究1揭示: 相对于权力与地位匹配, 领导者权重望寡诱发辱虐管理。研究2探索其成因, 显示: (1)自我损耗中介权重望寡与辱虐管理的关系; (2)领导者正念以及更高层领导信任联合调节自我损耗的中介效应。研究表明, 低地位领导在维护地位过程中产生的自我损耗是引发辱虐管理的主因, 同时辱虐管理强度因人而异, 适可而止, 自身正念和高层信任有助于限制其作为不良补偿手段的蔓延。研究拓展了低地位补偿理论的应用领域, 也为化解权力与地位分离带来的组织冲突提供管理启示。

关键词: 权重望寡, 自我损耗, 辱虐管理, 正念, 信任, 低地位补偿

Abstract:

The parallel system of position and rank enlarges the separation of power and status within the organization. In particular, a large number of green hand 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 largely limits the leader’s voice and control in the work, also endangers the leader's sense of control and self-worth. Therefore, exploring the abusive supervision and its intervention mechanism has profound theoretical and practical value when matching the leaders' status with their power is difficult. To address this gap, the current study aims to explore the mediating effect of leaders' ego-depletion as well as the moderating effect of leaders’ mindfulness and trust from senior managers.
This study aims 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 and 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. Study 2 aims 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 the 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 moderated mediation model.
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 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, and (3) the combination of supervisors' mindfulness and trust from senior managers can jointly effectively moderate the effect caused by status which 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 the latter is not only a manifestation of leaders' abuse of power but may also 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 (e.g., school shooting, terrorism, murder, and other "hot" violent behaviors) to the 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, low-status compensation

中图分类号:

B849: C93

马君, 张锐. (2022). 权重望寡：如何化解低地位领导的补偿性辱虐管理行为?. 心理学报, 54(5), 566-581.

MA Jun, ZHANG Rui. (2022). Mindfulness and trust: How to prevent the compensatory abusive behaviors of the low-status supervisors?. Acta Psychologica Sinica, 54(5), 566-581.

图/表 16

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变量	模型1		模型2
变量	估计值	标准差	估计值	标准差
截距项	2.68^***	0.15	2.91^***	0.13
性别	0.02	0.07	-0.003	0.06
教育	-0.06	0.04	-0.03	0.04
年龄	0.03	0.04	0.05	0.04
司龄	-0.001	0.04	-0.03	0.03
权力(b₁)	-0.46^***	0.03	-0.30^***	0.04
地位(b₂)	0.27^***	0.03	0.17^***	0.04
权力平方(b₃)			-0.20^***	0.03
权力×地位(b₄)			0.29^***	0.04
地位平方(b₅)			-0.22^***	0.03
R²	0.36		0.52
ΔR²	0.36		0.16
F	33.84^***		40.93^***

变量	模型1		模型2
变量	估计值	标准差	估计值	标准差
截距项	2.68^***	0.15	2.91^***	0.13
性别	0.02	0.07	-0.003	0.06
教育	-0.06	0.04	-0.03	0.04
年龄	0.03	0.04	0.05	0.04
司龄	-0.001	0.04	-0.03	0.03
权力(b₁)	-0.46^***	0.03	-0.30^***	0.04
地位(b₂)	0.27^***	0.03	0.17^***	0.04
权力平方(b₃)			-0.20^***	0.03
权力×地位(b₄)			0.29^***	0.04
地位平方(b₅)			-0.22^***	0.03
R²	0.36		0.52
ΔR²	0.36		0.16
F	33.84^***		40.93^***

因变量	驻点		第一主轴			第二主轴
因变量	X₀	Y₀	P₁₀	P₁₁	-P₁₀/(P₁₁+1)	P₂₀	P₂₁	-P₂₀/(P₂₁+1)
不辱虐程度	-0.91	-0.22	0.64 [0.31, 0.96]	0.94 [0.52, 1.36]	-0.33 [-0.54, -0.12]	-1.19 [-161.23, 158.85]	-1.07 [-1.68, -0.45]	-18.28 [-1857.02, 1820.46]

因变量	驻点		第一主轴			第二主轴
因变量	X₀	Y₀	P₁₀	P₁₁	-P₁₀/(P₁₁+1)	P₂₀	P₂₁	-P₂₀/(P₂₁+1)
不辱虐程度	-0.91	-0.22	0.64 [0.31, 0.96]	0.94 [0.52, 1.36]	-0.33 [-0.54, -0.12]	-1.19 [-161.23, 158.85]	-1.07 [-1.68, -0.45]	-18.28 [-1857.02, 1820.46]

响应面检验		估计值	标准差
一致线	斜率(b₁+b₂)	-0.14^***	0.03
一致线	曲率(b₃+b₄+b₅)	-0.13^***	0.03
不一致线	斜率(b₁-b₂)	-0.47^***	0.07
不一致线	曲率(b₃-b₄+b₅)	-0.70^***	0.07
第一主轴	斜率(b₁+b₂P₁₁+b₄P₁₀+2b₅P₁₁P₁₀)	-0.22^***	0.06
第一主轴	曲率(b₃+b₄P₁₁+b₅P₁₁²)	-0.12^*	0.06
第二主轴	斜率(b₁+b₂P₂₁+b₄P₂₀+2b₅P₂₁P₂₀)	-1.37	89.41
第二主轴	曲率(b₃+b₄P₂₁+b₅P₂₁²)	-0.75^*	0.32