Department of Organization and Human Resource Management.
Department of Management, City University of Hong Kong.
J Appl Psychol. 2015 Jul;100(4):1056-72. doi: 10.1037/a0038513. Epub 2015 Feb 9.
Drawing from moral exclusion theory, this article examines outcome dependence and interpersonal liking as key boundary conditions for the linkage between perceived subordinate performance and abusive supervision. Moreover, it investigates the role of abusive supervision for subordinates' subsequent, objective work performance. Across 2 independent studies, an experimental scenario study (N = 157; Study 1) and a time-lagged field study (N = 169; Study 2), the negative relationship between perceived subordinate performance and abusive supervision was found to hinge on a supervisor's outcome dependence on subordinates but not on a supervisor's liking of subordinates. Furthermore, Study 2 demonstrated (a) a negative association between abusive supervision and subordinates' subsequent objective performance and (b) a conditional indirect effect of perceived performance on subsequent objective performance, through abusive supervision, contingent on the degree of outcome dependence, although these relationships did not reach conventional significance levels when controlling for prior objective performance. All in all, the findings highlight the role of instrumentality considerations in relation to abusive supervision and promote new knowledge on both origins and consequences of such supervisory behavior.
本文借鉴道德排斥理论，考察了结果依赖和人际喜欢作为感知下属绩效与虐待性监督之间联系的关键边界条件。此外，还研究了虐待性监督对下属随后的客观工作绩效的影响。通过两项独立研究，一项实验情景研究（N=157；研究 1）和一项时间滞后的现场研究（N=169；研究 2），发现感知下属绩效与虐待性监督之间的负相关关系取决于主管对下属的结果依赖，而不是主管对下属的喜爱。此外，研究 2还表明：（a）虐待性监督与下属随后的客观绩效呈负相关；（b）通过虐待性监督，感知绩效对随后客观绩效的间接影响具有条件性，这取决于结果依赖的程度，尽管在控制先前客观绩效时，这些关系没有达到传统的显著水平。总之，这些发现强调了工具性考虑在与虐待性监督有关的问题上的作用，并促进了对这种监督行为的起源和后果的新知识。
