Scholars have clearly demonstrated that abusive supervision can precipitate a variety of destructive reactions from employees. Employees, however, do not universally reciprocate mistreatment with their own destructive behaviour and yet our current understanding of how victims of abusive supervision might choose to react less destructively, or potentially constructively, is still limited. Further, we lack a sufficient understanding of the psychological mechanisms that help explain why employees may react less destructively to abusive supervision. Drawing from appraisal theories of emotions, this research investigates whether the emotion of shame helps to explain why employees might engage in exemplification as a relatively constructive coping strategy in response to abusive supervision. An experimental (Study 1) and a field study (Study 2) found that shame mediated the effect of abusive supervision on employee exemplification. We further examined locus of control as a moderator of the indirect relationship between abusive supervision and exemplification and found individuals with internal (compared to external) locus of control were more likely to experience shame from abusive supervision and cope with shame by engaging in exemplification. In turn, the positive relationship between abusive supervision and exemplification, via shame, was strengthened for individuals with internal locus of control.

中文翻译：

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超越：调查员工榜样，以应对虐待性监督引起的羞耻经历

学者们清楚地表明，虐待性监督会引发员工的各种破坏性反应。但是，员工并不能普遍以其自身的破坏性行为来对付虐待行为，但是，我们目前对滥用监管的受害者如何选择对破坏性或潜在建设性的反应做出的理解仍然有限。此外，我们对心理机制缺乏足够的理解，这些心理机制无法解释为什么员工对滥用监督的破坏性较小。从情绪评估理论出发，本研究调查了羞耻情绪是否有助于解释为什么雇员可能会以示例性的方式将榜样作为应对性监督的一种相对建设性的应对策略。实验（研究1）和现场研究（研究2）发现，羞耻介导了虐待监督对员工榜样的影响。我们进一步检查了控制源，作为主持人监督与榜样之间间接关系的调解人，发现具有内部（与外部）控制源的个人更有可能遭受滥用监管的耻辱，并通过参与榜样应对耻辱。反过来，对于具有内部控制源的个人，通过耻辱加强了滥用监督与榜样之间的积极关系。我们进一步检查了控制源，作为主持人监督与榜样之间间接关系的调解人，发现具有内部（与外部）控制源的个人更有可能遭受滥用监管的耻辱，并通过参与榜样应对耻辱。反过来，对于具有内部控制源的个人，通过耻辱加强了滥用监督与榜样之间的积极关系。我们进一步检查了控制源，作为主持人监督与榜样之间间接关系的调解人，发现具有内部（与外部）控制源的个人更有可能遭受滥用监管的耻辱，并通过参与榜样应对耻辱。反过来，对于具有内部控制源的个人，通过耻辱加强了滥用监督与榜样之间的积极关系。