Complementing previous studies on the antecedents of abusive supervision at the organizational and individual level, this study investigates how a team‐level factor (i.e., team performance) influences abusive supervision. Drawing on the conservation of resources theory, we propose that low team performance may elicit abusive supervision by making supervisors emotionally exhausted. Furthermore, when faced with low team performance, supervisors with a high prevention focus may experience greater emotional exhaustion and thus display more abusive behaviours, while supervisors with a high promotion focus may be less likely to feel emotionally exhausted and thereby exhibit fewer abusive behaviours. We tested our hypotheses using three‐wave survey data collected from 130 teams within an organization. Findings showed that supervisors' emotional exhaustion mediated the negative effect of team performance on abusive supervision, while only prevention focus moderated the indirect effect of team performance on abusive supervision via emotional exhaustion. This study contributes to the literature on antecedents of abusive supervision, the relationship between abusive supervision and performance, and leadership literature broadly.

中文翻译：

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主管为何滥用下属？团队绩效，监管重点和情绪疲惫的影响

作为对以前在组织和个人层面上滥用监督的前提的研究的补充，本研究调查了团队层面的因素（即团队绩效）如何影响滥用监督。基于资源节约理论，我们建议团队绩效低下可能会使主管情绪疲惫，从而引起虐待性监督。此外，当面对团队绩效低下时，具有较高预防重点的主管可能会经历更大的情绪疲惫，从而表现出更多的辱骂行为，而具有较高晋升重点的主管可能不太可能感到情绪疲惫，从而表现出较少的辱骂行为。我们使用从组织内的130个团队收集的三波调查数据检验了我们的假设。调查结果表明，主管 情绪耗竭介导了团队绩效对滥用监督的负面影响，而只有预防重点通过情绪耗竭来缓和团队绩效对滥用监督的间接影响。这项研究为有关滥用监督的先例，滥用监督与绩效之间的关系的文献以及领导力文献做出了贡献。