辱虐管理的成因  

Antecedents of abusive supervision

作　　者：王海珍 耿紫珍[1] 丁琳[1] 单春霞[1] WANG Haizhen;GENG Zizhen;DING Lin;SHAN Chunxia(Xi’an International Studies University,Xi’an,710128,China)

机构地区：[1]西安外国语大学商学院,西安710128

出　　处：《心理科学进展》2022年第4期906-921,共16页Advances in Psychological Science

基　　金：国家自然科学基金面上项目(71972155);教育部人文社科青年基金项目(16YJC630168,20XJC630001);陕西高校青年创新团队项目(21JP102);兰州大学中央高校基本科研业务费专项资金资助(2019jbkyzy024)。

摘　　要：辱虐管理会对组织和员工造成一系列消极影响,因此探究辱虐管理的成因对于减少和预防辱虐管理十分必要和重要。现有研究认为辱虐管理与主管的个人特征有关,或是主管自我损耗或社会学习的结果,也与受害者的特征有关。在回顾现有研究的基础上,基于情感事件理论提出了新的研究框架,并指出未来研究应关注主管对辱虐管理的态度、组织内关于辱虐管理的规范以及主管自我控制资源的恢复在辱虐管理产生过程中的作用。Abusive supervision refers to the extent to which supervisors engage in sustained displays of hostile verbal and non-verbal behaviors(excluding physical contact),as perceived by their subordinates.Given such behaviors’ dysfunctional consequences at both the individual and organizational levels,knowing why supervisors become abusive to subordinates is essential.We systematically review and synthesize the findings of relevant studies,which approach the issue from diverse perspectives:supervisor characteristics,self-depletion theory,social learning theory,and victim precipitation theory.Furthermore,we posit a comprehensive model explaining the emergence of abusive supervision based on affective events theory.Future research should investigate the emergence of abusive supervision by exploring supervisors’ attitudes toward such behavior,organizational norms regarding such behavior,and supervisors’ recovery of self-control resources.

关 键 词：辱虐管理 自我损耗 社会学习 受害者特征 情感事件理论 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]