辱骂性监督与员工发声：积极重新评价和员工犬儒主义的作用。
Abusive supervision and employee voice: The roles of positive reappraisal and employee cynicism.
作者信息
Sun Wei, Dedahanov Alisher Tohirovich, Fayzullaev Abdulkhamid Komil Ugli, Abdurazzakov Odiljon Sobirovich
机构信息
Management School, Henan University of Urban Construction, Pingdingshan, China.
School of Business, Akfa University, Tashkent, Uzbekistan.
出版信息
Front Psychol. 2022 Aug 9;13:927948. doi: 10.3389/fpsyg.2022.927948. eCollection 2022.
PURPOSE
Despite the number of studies on abusive supervision and voice, there is still limited knowledge on why individuals refrain themselves from information sharing. Moreover, very little is known on when individuals become cynical and when they do not under abusive supervision. Hence, to address the existing gaps in the literature this study aims to investigate the moderating role of positive reappraisal on the link between abusive supervision and cynicism; the associations between cynicism and two forms of voice, promotive and prohibitive; and the mediating effect of cynicism on the relationship between abusive supervision and voice.
DESIGN/METHODOLOGY/APPROACH: We conducted a survey among 685 highly skilled employees and their immediate supervisors in manufacturing companies. Among the 685 responses, we excluded 258 incomplete questionnaires and thus analyzed a total of 427 responses. Hierarchical regression analysis and structural equation modeling were utilized to assess the validity of the hypotheses.
FINDINGS
The findings indicate that positive reappraisal moderates the link between abusive supervision and cynicism; furthermore, cynicism is negatively related to promotive voice and mediates the relationship between abusive supervision and promotive voice. Moreover, the results reveal that the association between cynicism and prohibitive voice is nonsignificant and that cynicism does not mediate the link between abusive supervision and prohibitive voice.
ORIGINALITY/VALUE: This study is the first to provide empirical evidence on the moderating role of positive reappraisal on the relationship between abusive supervision and cynicism, the association between cynicism and promotive voice and the mediating role of cynicism on the link between abusive supervision and promotive voice.
FUTURE RESEARCH DIRECTIONS
We recommend that future research consider other forms of voice, such as acquiescent and prosocial voice, in investigating the links between cynicism and employee voice.
目的
尽管有许多关于辱虐管理和建言行为的研究，但对于个体为何避免分享信息的了解仍然有限。此外，对于个体在辱虐管理下何时变得愤世嫉俗以及何时不会如此，人们知之甚少。因此，为了填补现有文献中的空白，本研究旨在探讨积极重新评价在辱虐管理与愤世嫉俗之间关系中的调节作用；愤世嫉俗与两种建言形式（促进性建言和禁止性建言）之间的关联；以及愤世嫉俗在辱虐管理与建言行为之间关系中的中介作用。
设计/方法/途径：我们对制造企业的685名高技能员工及其直属上级进行了一项调查。在685份回复中，我们排除了258份不完整的问卷，因此共分析了427份回复。采用层次回归分析和结构方程模型来评估假设的有效性。
研究结果
研究结果表明，积极重新评价调节了辱虐管理与愤世嫉俗之间的关系；此外，愤世嫉俗与促进性建言呈负相关，并在辱虐管理与促进性建言之间的关系中起中介作用。此外，结果显示愤世嫉俗与禁止性建言之间的关联不显著，且愤世嫉俗在辱虐管理与禁止性建言之间的关系中不起中介作用。
原创性/价值：本研究首次提供了实证证据，证明积极重新评价在辱虐管理与愤世嫉俗之间关系中的调节作用、愤世嫉俗与促进性建言之间的关联以及愤世嫉俗在辱虐管理与促进性建言之间关系中的中介作用。
未来研究方向
我们建议未来的研究在调查愤世嫉俗与员工建言之间的关系时，考虑其他形式的建言，如默许性建言和亲社会建言。
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