Nahum-Shani Inbal, Henderson Melanie M, Lim Sandy, Vinokur Amiram D
Institute for Social Research, University of Michigan.
Department of Psychology, Ohio Wesleyan University.
J Appl Psychol. 2014 May;99(3):484-503. doi: 10.1037/a0035313. Epub 2014 Feb 3.
Empirical investigations concerning the interplay between supervisor support and supervisor undermining behaviors and their effects on employees yielded contradictory findings, with some studies suggesting that support buffers the adverse effects of undermining, and others suggesting that support exacerbates these adverse effects. Seeking to explain such contradictory findings, we integrate uncertainty-management perspectives with coping theory to posit that relational uncertainty is inherent in the mixture of supervisor support and undermining. Hence, whether supervisor support buffers or exacerbates the adverse effects of supervisor undermining on employee health and well-being depends on factors pertaining to employee ability to resolve and manage such relational uncertainty. Specifically, we hypothesize a buffering effect for employees with high self-esteem and high quality of work life, and an exacerbating effect for employees with low self-esteem and low quality of work life. Analyses of 2-wave data collected from a probability stratified sample of U.S. Air Force personnel supported our predictions. Two supplementary studies of the U.S. military replicated our core findings and demonstrated its practical significance.
关于上级支持与上级破坏性行为之间的相互作用及其对员工影响的实证研究得出了相互矛盾的结果，一些研究表明支持可以缓冲破坏行为的不利影响，而另一些研究则表明支持会加剧这些不利影响。为了解释这些相互矛盾的发现，我们将不确定性管理观点与应对理论相结合，假定关系不确定性是上级支持与破坏行为混合体中固有的。因此，上级支持是缓冲还是加剧上级破坏行为对员工健康和幸福的不利影响，取决于与员工解决和管理这种关系不确定性能力相关的因素。具体而言，我们假设自尊水平高和工作生活质量高的员工会有缓冲效应，而自尊水平低和工作生活质量低的员工会有加剧效应。对从美国空军人员的概率分层样本中收集的两波数据进行的分析支持了我们的预测。两项关于美国军队的补充研究重复了我们的核心发现，并证明了其实际意义。
