Although extant research shows a clear link between abusive supervision and detrimental consequences for organizations and their members, the popular press and media are replete with suggestions that abusive supervision can be positive and motivating. Drawing from the social functional view of emotions and emerging research on attributed motives of abusive supervision, we examine this phenomenon, which we refer to as the whiplash effect-the notion that subordinates may display different emotional and behavioral reactions to supervisory abuse depending on their attributions for abuse. We conduct 3 studies to examine this effect at both the between- and within person level. Results from a multisource, time-lagged field study (between-person) and a laboratory-based experiment (between-person) indicate that when subordinates believe that the abusive supervisor is motivated by desires to cause harm (i.e., injury initiation attribution is higher), abusive supervision is more likely to engender anger, which, in turn, elicits more deviant behaviors and fewer organizational citizenship behaviors; however, when subordinates believe the abusive supervisor is motivated by desires to improve performance (i.e., performance promotion attribution is higher), abusive supervision is more likely to evoke guilt, which, in turn, elicits fewer deviant behaviors and more organizational citizenship behaviors. These results were then expanded in an experience sampling study (within-person), which allowed us to further examine how general interpretations of supervisors' motives behind abusive supervision shape employees' momentary emotional and behavioral responses toward daily abusive supervisor behavior. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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鞭打效应：归因动机在对滥用监督的情绪和行为反应中的（调节）作用。

尽管现有研究表明滥用监督与对组织及其成员的不利后果之间存在明显联系，但大众媒体和媒体充斥着关于滥用监督可以是积极和激励的建议。从情绪的社会功能观点和关于滥用监督归因动机的新兴研究出发，我们研究了这种现象，我们称之为鞭打效应——下属可能会根据其归因对监督滥用表现出不同的情绪和行为反应。为虐待。我们进行了 3 项研究，以检查人与人之间的这种影响。来自多源的结果，时滞实地研究（人与人之间）和实验室实验（人与人之间）表明，当下属认为施虐的上司是出于造成伤害的欲望（即伤害起始归因较高）时，施虐的监督是更容易引起愤怒，这反过来又会引发更多的越轨行为和更少的组织公民行为；然而，当下属认为虐待主管的动机是提高绩效的愿望（即绩效晋升归因更高）时，虐待监督更有可能引起内疚，从而导致更少的越轨行为和更多的组织公民行为。然后在经验抽样研究（面对面）中扩展了这些结果，这使我们能够进一步研究对主管在滥用监督背后的动机的一般解释如何影响员工对日常滥用监督行为的瞬时情绪和行为反应。讨论了理论和实践意义。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。