辱虐管理研究新进展:基于多种理论视角的梳理
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外国经济与管理 2015 年 第 37 卷第 12 期, 页码：59 - 72
摘要
参考文献
摘要
辱虐管理是指下属对领导持续的非身体接触暴力敌对行为的感知,如嘲弄奚落、公开大声责骂、刻意冷落等。自2009年以来,辱虐管理研究呈现百花齐放的局面,数十篇基于不同理论视角的研究成果相继发表在国内外知名期刊上。本文首先阐述了辱虐管理的概念与测量研究的发展现状,继而基于个体特征、资源与自我调节、周边影响、社会交换以及社会学习与社会信息处理五个理论视角,对已有的辱虐管理研究的理论解释逻辑与不足进行了梳理与评述,并在此基础上进行了总结与展望,以期为研究者把握不同理论的适用性以确定未来研究的方向与重点提供借鉴。
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[45] Mawritz M B,et al.Hostile climate,abusive supervision,and employee coping:Does conscientiousness matter?[J].Journal of Applied Psychology,2014b,99(4):737-747.
[46] Mischel W.Processes in delay of gratification[A].in Berkowitz L(Ed.).Advances in experimental social psychology[C].New York,NY:Academic Press,1974:249-292.
[47] Mitchell M S and Ambrose M L.Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs[J].Journal of Applied Psychology,2007,92(4):1159-1168.
[48] Nandkeolyar A K,et al.Surviving an abusive supervisor:The joint roles of conscientiousness and coping strategies[J].Journal of Applied Psychology,2014,99(1):138-150.
[49] Ogunfowora B.When the abuse is unevenly distributed:The effects of abusive supervision variability on work attitudes and behaviors[J].Journal of Organizational Behavior,2013,34(8):1105-1123.
[50] Palanski M,et al.The effects of ethical leadership and abusive supervision on job search behaviors in the turnover process[J].Journal of Business Ethics,2014,121(1):135-146.
[51] Peng A C,et al.Social exchange implication of own and coworkers' experience of supervisory abuse[J].Academy of Ma-nagement Journal,2014,57(5):1385-1405.
[52] Priesemuth M,et al.Abusive supervision climate:A multiple-mediation model of its impact on group outcome[J].Academy of Management Journal,2013,57(5):1513-1534.
[53] Restubog S L D,et al.When distress hits home:The role of contextual factors and psychological distress in predicting employees' responses to abusive supervision[J].Journal of Applied Psychology,2011,96(4):713-729.
[54] Salancik G R and Pfeffer J A.Social information processing approach to job attitudes and task design[J].Administrative Science Quarterly,1978,23(2):224-253.
[55] Shoss M K,et al.Blaming the organization for abusive supervision:The roles of perceived organizational support and supervisor's organizational embodiment[J].Journal of Applied Psychology,2013,98(1):158-168.
[56] Simon L S,et al.Understanding cycles of abusive:A multimotive approach[J].Journal of Applied Psychology,2015,100(6):1798-1810.
[57] Tepper B J.Consequences of abusive supervision[J].Academy of Management Journal,2000,43(2):178-190.
[58] Tepper B J.Abusive supervision in work organizations:Review,synthesis,and research agenda[J].Journal of Management,2007,33(3):261-289.
[59] Tepper B J,et al.Predictors of abusive supervision:Supervisor perceptions of deep-level dissimilarity,relationship conflict,and subordinate performance[J].Academy of Management Journal,2011,54(2):279-294.
[60] Thau S and Mitchell M S.Self-gain or self-regulation impairment? Tests of competing explanations of the supervisor abuse and employee deviance relationship through perceptions of distributive justice[J].Journal of Applied Psychology,2010,95(6):1009-1031.
[61] van Knippenberg D and Hogg M A.A social identity model of leadership effectiveness in organizations[J].Research in Organization Behavior,2003,25(2):243-295.
[62] Walter F,et al.Abusive supervision and subordinate performance:Instrumentality consideration in the emergence and consequences of abusive supervision[J].Journal of Applied Psychology,2015,100(4):1056-1072.
[63] Wei F and Si S.Psychological contract breach,negative reciprocity,and abusive supervision:The mediated effect of organizational identification[J].Management and Organization Review,2013,9(3):541-561.
[64] Westman M.Crossover of stress and strain in the work-family context[A].in Jones F,et al(Eds.).Work-life balance:A psychological perspective[C].New York,NY:Psychology Press,2006:163-184.
[65] Wheeler A R,et al.The interactive effects of abusive supervision and entitlement on emotional exhaustion and co-worker abuse[J].Journal of Occupational and Organizational Psychology,2013,86(4):477-496.
[66] Whitman M V,et al.Abusive supervision and feedback avoidance:The mediating role of emotional exhaustion[J].Journal of Organizational Behavior,2014,35(1):38-53.
[67] Wu T and Hu C.Abusive supervision and subordinate emotional labor:The moderating role of openness personality[J].Journal of Applied Social Psychology,2013,43(5):956-970.
[68] Xu E,et al.Abusive supervision and work behaviors:The mediating role of LMX[J].Journal of Organizational Behavior,2012,33(4):531-543.
[69] Yagil D,et al.Do employees cope effectively with abusive supervision at work? An exploratory study[J].International Journal of Stress Management,2011,18(1):5-23.
[70] Zhang H,et al.High core self-evaluators maintain creativity:A motivational model of abusive supervision[J].Journal of Management,2014,40(4):1151-1174.
[71] 李爱梅等.辱虐管理研究的"特征-过程-结果"理论框架[J].心理科学进展,2013,21(11):1901-1912.
[72] 刘军等.应对辱虐管理:下属逢迎与政治技能的作用机制研究[J].南开管理评论,2009,12(2):52-58.
[73] 毛江华等.辱虐管理从何而来?来自期望理论的解释[J].南开管理评论,2014,17(5):4-12.
[74] 朱月龙等.辱虐管理的概念界定与影响因素及结果探讨[J].外国经济与管理,2009,31(12):25-32.
[2] Blau P M.Exchange and power in social life[M].New York,NY:Wiley,1964.
[3] Bolger N,et al.The contagion of stress across multiple roles[J].Journal of Marriage and the Family,1989,51(1):175-183.
[4] Burton J P,et al.Understanding internal,external,and relational attributions for abusive supervision[J].Journal of Organizational Behavior,2014,35(6):871-891.
[5] Byrne A,et al.The depleted leader:The influence of leaders' diminished psychological resources on leadership behaviors[J].Leadership Quarterly,2014,25(2):344-357.
[6] Carlson D,et al.Abusive supervision and work-family conflict:The path through emotional labor and burnout[J].Leadership Quarterly,2012,23(5):849-859.
[7] Carlson D S,et al.The fallout from abusive supervision:An examination of subordinates and their partners[J].Personnel Psychology,2011,64(4):937-961.
[8] Chan M E and McAllister D J.Abusive supervision through the lens of employee state paranoia[J].Academy of Management Review,2014,39(1):44-66.
[9] Chi S S and Liang S.When do subordinates' emotion-regulation strategies matter? Abusive supervision,subordinates' emotional exhaustion,and work withdrawal[J].Leadership Quarterly,2013,24(1):125-137.
[10] Costa P T and McCrae R R.The NEO personality inventory manual[M].Odessa,FL:Psychological Assessment Resources,1985.
[11] Cropanzano R,et al.Deontic justice:The role of moral principles in workplace fairness[J].Journal of Organizational Behavior,2003,24(8):1019-1024.
[12] Dahling J J,et al.The development and validation of a new Machiavellianism scale[J].Journal of Management,2008,35(2):219-257.
[13] Deci E L and Ryan R M.The "what" and "why" of goal pursuits:Human needs and the self-determination of behavior[J].Psychological Inquiry,2000,11(4):227-268.
[14] Decoster S,et al.Standing by your organization:The impact of organizational identification and abusive supervision on followers' perceived cohesion and tendency to gossip[J].Journal of Business Ethics,2013,118(3):623-634.
[15] Dienesch R M and Liden R C.Leader-member exchange model of leadership:A critique and further development[J].Academy of Management Review,1986,11(3):618-634.
[16] Eisenberger R,et al.Leader-member exchange and affective organizational commitment:The contribution of supervisor's organizational embodiment[J].Journal of Applied Psychology,2010,95(6):1085-1103.
[17] Farh C I C and Chen Z.Beyond the individual victim:Multilevel consequences of abusive supervision in teams[J].Journal of Applied Psychology,2014,99(6):1074-1095.
[18] Gouldner A W.The norm of reciprocity:A preliminary statement[J].American Sociological Review,1960,25(2):161-178.
[19] Greenbaum R L,et al.Employee Machiavellianism to unethical behavior:The role of abusive supervision as a trait activator[J].Journal of Management,2014,doi:10.1177/0149206314535434.
[20] Hannah S T,et al.Joint influences of individual and work unit abusive supervision on ethical intentions and behaviors:A moderated mediation model[J].Journal of Applied Psychology,2013,98(4):579-592.
[21] Harris K J,et al.Abusive supervisory reactions to coworker relationship conflict[J].Leadership Quarterly,2011,22(5):1010-1023.
[22] Harris K J,et al.HRM effectiveness as a moderator of the relationships between abusive supervision and technology work overload and job outcomes for technology end users[J].Journal of Applied Social Psychology,2013a,43(8):1686-1695.
[23] Harris K J,et al.An investigation of abusive supervision,vicarious abusive supervision,and their joint impacts[J].Journal of Social Psychology,2013b,153(1):38-50.
[24] Henle C A and Gross M A.What have I done to deserve this? Effects of employee personality and emotion on abusive supervision[J].Journal of Business Ethics,2014,122(3):461-474.
[25] Hobfoll S E.Conservation of resources:A new attempt at conceptualizing stress[J].American Psychologist,1989,44(3):513-524.
[26] Hobfoll S E.The influence of culture,community,and the nested-self in the stress process:Advancing conservation of resources theory[J].Applied Psychology,2001,50(3):337-421.
[27] Hoobler J M and Hu J.A model of injustice,abusive supervision,and negative affect[J].Leadership Quarterly,2013,24(1):256-269.
[28] Hu C,et al.Measurement equivalence/invariance of the abusive supervision measure across workers from Taiwan and the United States[J].Journal of Psychology,2011,145(2):111-131.
[29] Kelley H H.Attribution theory in social psychology[A].in Levine D(Ed.).Nebraska symposium on motivation[C].Lincoln,NE:University of Nebraska Press,1967:192-238.
[30] Kiewitz C,et al.Sins of the parents:Self-control as a buffer between supervisors' previous experience of family undermining and subordinates' perceptions of abusive supervision[J].Leadership Quarterly,2012,23(5):869-882.
[31] Lazarus R S.Emotion and adaptation[M].New York:Oxford University Press,1991.
[32] Lazarus R S.From psychological stress to the emotions:A history of changing outlooks[J].Annual Review of Psycho-logy,1993,44(1):1-22.
[33] Lian H,et al.Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome[J].Journal of Applied Psychology,2012a,97(1):107-123.
[34] Lian H,et al.Does taking the good with the bad make things worse? How abusive supervision and leader-member exchange interact to impact need satisfaction and organizational deviance[J].Organizational Behavior and Human Decision Processes,2012b,117(1):41-52.
[35] Lian H,et al.Abusive supervision and retaliation:A self-control framework[J].Academy of Management Journal,2014a,57(1):116-139.
[36] Lian H,et al.Blame it on the supervisor or the subordinate? Reciprocal relations between abusive supervision and organizational deviance[J].Journal of Applied Psychology,2014b,99(4):651-664.
[37] Liu D,et al.The dark side of leadership:A three-level investigation of the cascading effect of abusive supervision on employee creativity[J].Academy of Management Journal,2012,55(5):1187-1212.
[38] Liu J,et al.Abusive supervision and subordinate supervisor-directed deviance:The moderating role of traditional values and the mediating role of revenge cognitions[J].Journal of Occupational and Organizational Psychology,2010,83(4):835-856.
[39] Liu X and Wang J.Abusive supervision and organizational citizenship behaviour:Is supervisor-subordinate Guanxi a mediator?[J].International Journal of Human Resource Management,2013,24(7):1471-1489.
[40] Mackey J D,et al.Subordinate social adaptability and the consequences of abusive supervision perceptions in two samples[J].Leadership Quarterly,2013,24(5):732-746.
[41] Martinko M J,et al.Perceptions of abusive supervision:The role of subordinates' attribution styles[J].Leadership Quarterly,2011,22(4):751-764.
[42] Mawritz M B,et al.A trickle-down model of abusive supervision[J].Personnel Psychology,2012,65(2):325-357.
[43] Martinko M J,et al.A review of abusive supervision research[J].Journal of Organizational Behavior,2013,34(S1):S120-S137.
[44] Mawritz M B,et al.Supervisors' exceedingly difficult goals and abusive supervision:The mediating effects of hindrance stress,anger,and anxiety[J].Journal of Organizational Behavior,2014a,35(3):358-372.
[45] Mawritz M B,et al.Hostile climate,abusive supervision,and employee coping:Does conscientiousness matter?[J].Journal of Applied Psychology,2014b,99(4):737-747.
[46] Mischel W.Processes in delay of gratification[A].in Berkowitz L(Ed.).Advances in experimental social psychology[C].New York,NY:Academic Press,1974:249-292.
[47] Mitchell M S and Ambrose M L.Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs[J].Journal of Applied Psychology,2007,92(4):1159-1168.
[48] Nandkeolyar A K,et al.Surviving an abusive supervisor:The joint roles of conscientiousness and coping strategies[J].Journal of Applied Psychology,2014,99(1):138-150.
[49] Ogunfowora B.When the abuse is unevenly distributed:The effects of abusive supervision variability on work attitudes and behaviors[J].Journal of Organizational Behavior,2013,34(8):1105-1123.
[50] Palanski M,et al.The effects of ethical leadership and abusive supervision on job search behaviors in the turnover process[J].Journal of Business Ethics,2014,121(1):135-146.
[51] Peng A C,et al.Social exchange implication of own and coworkers' experience of supervisory abuse[J].Academy of Ma-nagement Journal,2014,57(5):1385-1405.
[52] Priesemuth M,et al.Abusive supervision climate:A multiple-mediation model of its impact on group outcome[J].Academy of Management Journal,2013,57(5):1513-1534.
[53] Restubog S L D,et al.When distress hits home:The role of contextual factors and psychological distress in predicting employees' responses to abusive supervision[J].Journal of Applied Psychology,2011,96(4):713-729.
[54] Salancik G R and Pfeffer J A.Social information processing approach to job attitudes and task design[J].Administrative Science Quarterly,1978,23(2):224-253.
[55] Shoss M K,et al.Blaming the organization for abusive supervision:The roles of perceived organizational support and supervisor's organizational embodiment[J].Journal of Applied Psychology,2013,98(1):158-168.
[56] Simon L S,et al.Understanding cycles of abusive:A multimotive approach[J].Journal of Applied Psychology,2015,100(6):1798-1810.
[57] Tepper B J.Consequences of abusive supervision[J].Academy of Management Journal,2000,43(2):178-190.
[58] Tepper B J.Abusive supervision in work organizations:Review,synthesis,and research agenda[J].Journal of Management,2007,33(3):261-289.
[59] Tepper B J,et al.Predictors of abusive supervision:Supervisor perceptions of deep-level dissimilarity,relationship conflict,and subordinate performance[J].Academy of Management Journal,2011,54(2):279-294.
[60] Thau S and Mitchell M S.Self-gain or self-regulation impairment? Tests of competing explanations of the supervisor abuse and employee deviance relationship through perceptions of distributive justice[J].Journal of Applied Psychology,2010,95(6):1009-1031.
[61] van Knippenberg D and Hogg M A.A social identity model of leadership effectiveness in organizations[J].Research in Organization Behavior,2003,25(2):243-295.
[62] Walter F,et al.Abusive supervision and subordinate performance:Instrumentality consideration in the emergence and consequences of abusive supervision[J].Journal of Applied Psychology,2015,100(4):1056-1072.
[63] Wei F and Si S.Psychological contract breach,negative reciprocity,and abusive supervision:The mediated effect of organizational identification[J].Management and Organization Review,2013,9(3):541-561.
[64] Westman M.Crossover of stress and strain in the work-family context[A].in Jones F,et al(Eds.).Work-life balance:A psychological perspective[C].New York,NY:Psychology Press,2006:163-184.
[65] Wheeler A R,et al.The interactive effects of abusive supervision and entitlement on emotional exhaustion and co-worker abuse[J].Journal of Occupational and Organizational Psychology,2013,86(4):477-496.
[66] Whitman M V,et al.Abusive supervision and feedback avoidance:The mediating role of emotional exhaustion[J].Journal of Organizational Behavior,2014,35(1):38-53.
[67] Wu T and Hu C.Abusive supervision and subordinate emotional labor:The moderating role of openness personality[J].Journal of Applied Social Psychology,2013,43(5):956-970.
[68] Xu E,et al.Abusive supervision and work behaviors:The mediating role of LMX[J].Journal of Organizational Behavior,2012,33(4):531-543.
[69] Yagil D,et al.Do employees cope effectively with abusive supervision at work? An exploratory study[J].International Journal of Stress Management,2011,18(1):5-23.
[70] Zhang H,et al.High core self-evaluators maintain creativity:A motivational model of abusive supervision[J].Journal of Management,2014,40(4):1151-1174.
[71] 李爱梅等.辱虐管理研究的"特征-过程-结果"理论框架[J].心理科学进展,2013,21(11):1901-1912.
[72] 刘军等.应对辱虐管理:下属逢迎与政治技能的作用机制研究[J].南开管理评论,2009,12(2):52-58.
[73] 毛江华等.辱虐管理从何而来?来自期望理论的解释[J].南开管理评论,2014,17(5):4-12.
[74] 朱月龙等.辱虐管理的概念界定与影响因素及结果探讨[J].外国经济与管理,2009,31(12):25-32.
引用本文
梁永奕, 严鸣, 储小平. 辱虐管理研究新进展:基于多种理论视角的梳理[J]. 外国经济与管理, 2015, 37(12): 59–72.
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