Abstract

The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of perceived abusive supervision with goal commitment in predicting organizational deviance and job performance. In particular, the extent to which goal commitment alleviates the deleterious effects of abusive supervision is examined such that when goal commitment is high, the indirect effects of perceived abusive supervision on job performance and organizational deviance via motivation control and self-defeating cognition were predicted to be weaker. The proposed model was supported by multisource and multiwave data. The understanding of when the deleterious effects of supervisor abuse as perceived by followers are likely might help the human resource personnel to adopt measures that buffer against such outcomes.

摘要

滥用监管的影响可能比什么原因所暗示的更为复杂。为了研究为什么个人对上司滥用行为的看法可能会有不同的反应，本研究基于目标设定理论提出了一个模型，该模型解释了滥用监管对工作绩效和组织偏差的影响。准确地说，在预测组织偏差和工作绩效时，提出了动机控制和自我挫败认知，以调解感知到的滥用监督与目标承诺的相互作用。特别是，在何种程度上目标的承诺的缓解滥用监管的不利影响进行检查，例如，当目标的承诺是高，认为滥用监督对工作绩效和组织越轨行为的间接影响通过动机控制和自我败坏的认知预计较弱。所提出的模型得到了多源和多波数据的支持。了解追随者所感觉到的主管滥用职权的有害影响何时可能会帮助人力资源人员采取措施来缓和此类结果。