Qian Jing, Song Baihe, Wang Bin
Business School, Beijing Normal UniversityBeijing, China.
Front Psychol. 2017 Mar 31;8:496. doi: 10.3389/fpsyg.2017.00496. eCollection 2017.
Although research on the antecedents of job dissatisfaction has been developed greatly, we know little about the role of abusive supervision in generating job dissatisfaction. The contingencies under which abusive supervision relates to employees' job dissatisfaction are still unknown. The present study aimed to fill this research gap by empirically exploring the abusive supervision-job dissatisfaction relationship as well as examining the moderating roles of feedback avoidance and critical thinking on this relationship. We tested the hypotheses with data from a sample of 248 employees from a high-tech communications company in northern China and found that: (a) abusive supervision was positively related to job dissatisfaction; (b) the positive relationship was moderated by both employees' feedback avoidance and critical thinking. We conclude by extracting the theoretical as well as practical contributions, along with a discussion of the promising directions for future research.
尽管关于工作不满情绪 antecedents 的研究已经有了很大进展，但我们对辱骂性监督在引发工作不满方面的作用知之甚少。辱骂性监督与员工工作不满相关的具体情形仍然未知。本研究旨在通过实证探究辱骂性监督与工作不满之间的关系，并考察反馈回避和批判性思维对这种关系的调节作用来填补这一研究空白。我们用来自中国北方一家高科技通信公司的 248 名员工样本数据对假设进行了检验，结果发现：（a）辱骂性监督与工作不满呈正相关；（b）员工的反馈回避和批判性思维均对这种正相关关系起到调节作用。我们通过提炼理论及实践贡献，并讨论未来研究的有前景方向来得出结论。
