More than a decade of research on abusive leader behaviors suggests a consensus regarding its deleterious effects on employees’ contextual performance. Therefore, research on how to cope with abusive leader behaviors is both theoretically and practically important. The purpose of this paper is to examine how individuals’ personality and appropriate coping strategy may jointly help in weakening the negative effects of abusive leader behaviors.,The study examines the relationship between social support coping strategy and agreeableness. Data collected from full-time employees and their reporting managers were used for analyses. Data were analyzed using moderated regression techniques followed by conditional indirect effects testing.,The study provides supports to the evidence that the relationship between abusive leader behaviors and contextual performance was weaker for employees high in agreeableness. Additionally, the use of social support coping strategy facilitated a negative relationship between abusive leader behaviors and contextual performance. Finally, the moderating effects of agreeableness were mediated by the use of social support coping strategy.,The study contributes to theories of abusive supervision, personality and coping strategies. The results offer insights into the joint roles of personality and the social support coping strategy that may weaken the negative influence of abusive leader behaviors and contextual performance.,Human resource practitioners may benefit from formally institutionalizing social support through mentoring programs and informally through “buddy” programs for newly joined employees, to understand the organization culture and voice their concerns.,While most studies on abusive leader behavior focused on the deleterious effects, this study is one of the few that explores the role of coping strategy while dealing with abusive leader.

中文翻译：

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应对虐待的领导者

十多年来对领导者辱骂行为的研究表明，关于领导者行为对员工情境表现的有害影响已达成共识。因此，研究如何应对领导者的辱骂行为在理论上和实践上都是重要的。本文的目的是研究个人的个性和适当的应对策略如何共同帮助减轻领导者辱骂行为的负面影响。本研究探讨了社会支持应对策略与认同感之间的关系。从全职员工及其报告经理那里收集的数据用于分析。使用温和的回归技术，然后进行条件间接效应测试，对数据进行了分析。这项研究为以下证据提供了佐证：对于具有较高认同感的员工而言，虐待领导者行为与背景绩效之间的关系较弱。此外，社会支持应对策略的使用促进了虐待领导者行为与情境表现之间的负面关系。最后，通过使用社会支持应对策略来调和适度的调节作用。本研究为滥用监督，人格和应对策略的理论做出了贡献。结果为人格和社会支持应对策略的共同作用提供了见解，这些作用可能会削弱辱骂性领导行为和情境表现的负面影响。