Li Jingli, Xu Guangnuo
School of Management, Henan University of Technology, Zhengzhou, China.
Front Psychol. 2025 Jul 4;16:1455658. doi: 10.3389/fpsyg.2025.1455658. eCollection 2025.
This study explores how abusive supervision impacts employee counterproductive work behavior (CWB), highlighting the mediating roles of emotional exhaustion and ingratiation behavior, and the moderating role of core self-evaluation.
Drawing on self-regulation theory and resource conservation theory, the paper tests a moderated mediation model using a three-wave survey of 198 employees.
Results indicate that abusive supervision directly increases CWB, with emotional exhaustion serving as a positive mediator and ingratiation behavior serving as a negative mediator. Core self-evaluation moderates both mediation paths. These findings provide new insights into the dual psychological mechanisms underlying workplace deviance and suggest practical strategies for mitigating abusive leadership.
本研究探讨了辱虐管理如何影响员工的反生产工作行为（CWB），强调了情绪耗竭和逢迎行为的中介作用，以及核心自我评价的调节作用。
基于自我调节理论和资源保存理论，本文通过对198名员工进行三轮调查，检验了一个有调节的中介模型。
结果表明，辱虐管理直接增加了反生产工作行为，情绪耗竭起到了正向中介作用，逢迎行为起到了负向中介作用。核心自我评价对两条中介路径均有调节作用。这些发现为工作场所偏差行为背后的双重心理机制提供了新的见解，并提出了减轻辱虐领导行为的实用策略。
