It is of growing concern that supervisors sometimes engage in destructive leadership behavior to undermine their subordinates, which exacts a psychological toll on these employees. How can employees mitigate and overcome the adverse psychological effects of supervisor undermining? Invoking theories of personal agency and social competencies, this study addresses this important question by examining the effectiveness of employee voice in buffering the adverse effects of supervisor undermining on employee work-related wellbeing and turnover intention. Through a three-wave field study, we found that voice plays a buffering role in the relationship between supervisor undermining and these outcome variables only when employees possess high levels of political skill (i.e., three-way interactions), and that this buffering effect is realized through mitigating the adverse effects of supervisor undermining on employee psychological empowerment. In contrast, when employees possess low levels of political skill, engaging in high levels of voice exacerbates the detrimental effects of supervisor undermining on employee psychological empowerment, and subsequently decreases employee work-related wellbeing and heightens employee turnover intention. The theoretical and practical implications of our findings are discussed.

越来越多的人担心，主管有时会采取破坏性的领导行为来破坏其下属，这对这些雇员造成了心理伤害。员工如何减轻和克服主管破坏的不利心理影响？这项研究引用了个人代理和社会能力的理论，通过研究员工话语权在减轻上级主管损害员工对与工作相关的福利和离职意图的不利影响方面的有效性，从而解决了这个重要问题。通过三波实地研究，我们发现，只有当员工具有较高的政治技巧（即三向互动）时，声音才可以在监督者削弱与这些结果变量之间的关系中起到缓冲作用。并且这种缓冲效果是通过减轻主管破坏对员工心理授权的不利影响来实现的。相反，当员工的政治技巧水平低时，高水平的声音会加剧主管削弱对员工心理授权的有害影响，从而降低与员工工作相关的幸福感并提高员工离职意愿。我们的发现的理论和实践意义进行了讨论。从而降低与员工工作相关的福利并提高员工离职意愿。我们的发现的理论和实践意义进行了讨论。从而降低与员工工作相关的福利并提高员工离职意愿。我们的发现的理论和实践意义进行了讨论。