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Abusive supervision: exploring the relationship with narcissism, self-promotion and unpredictability
Journal of Management Development Pub Date : 2021-03-25 , DOI: 10.1108/jmd-10-2020-0326
Treena Gillespie Finney , R. Zachary Finney , John G. Roach III

Purpose

This study investigates whether subordinates who rate their managers higher on narcissism are also more likely to view their managers as abusive. In particular, the study explores the extent to which managers whom subordinates rate higher on narcissism use certain behaviors (self-promotion and unpredictability) that mediate the relationship between narcissism and perceived abuse.

Design/methodology/approach

Survey participants (n = 949) rated their most-destructive manager in terms of self-promotion, unpredictability, narcissism and abusiveness. A bootstrap analysis assessed the positive, mediating effects of leader self-promotion and unpredictability on the narcissism–abuse relationship.

Findings

Degree of perceived supervisor narcissism predicted subordinates' perceptions of abusive supervision. However, the supervisor's self-promotion activities and unpredictability fully mediated this relationship.

Research limitations/implications

This study identifies perceived narcissism as an antecedent of abusive supervision and identifies two mediators relevant to subordinates' perceptions of abuse. Using multiple methods and multiple sources, the authors recommend that scholars identify additional mediators. Further research should consider variables such as gender, organizational culture and occupational status.

Practical implications

Findings highlight how subordinates connect supervisor narcissism to abuse; this allows human resource practitioners to better predict and address subordinates' perceptions of their managers and to design interventions for improving supervisors' behaviors.

Originality/value

This study helps in explaining destructive leadership by empirically examining perceptions of narcissism as a driver of abusive supervision. Also, the study reveals the characteristics of narcissistic managers that impede productive relationships with subordinates.



中文翻译:

滥用监督:探索与自恋,自我提升和不可预测性的关系

目的

这项研究调查了对自恋者给予较高评价的下属是否也更有可能将其经理视为侮辱性对象。尤其是,该研究探讨了下属对自恋的评价较高的管理者在何种程度上使用了某些行为(自我促进和不可预测性)来介导自恋和感知到的虐待之间的关系。

设计/方法/方法

受访者(n  = 949)在自我提升,不可预测性,自恋和辱骂方面对他们破坏力最大的经理进行了评级。引导分析评估了领导者自我提升和不可预测性对自恋与虐待关系的积极,中介作用。

发现

上司自恋的自觉程度预示了下属对滥用监督的看法。但是,主管的自我促进活动和不可预测性充分调节了这种关系。

研究局限/意义

这项研究确定了自恋是滥用监督的先决条件,并确定了两个与下属的虐待观念有关的调解人。作者建议使用多种方法和多种来源,让学者们确定其他的调解人。进一步的研究应考虑变量,例如性别,组织文化和职业状况。

实际影响

调查结果突显了下属如何将上司自恋与虐待联系起来;这使人力资源从业人员可以更好地预测和解决下属对经理的看法,并设计干预措施以改善主管的行为。

创意/价值

这项研究通过实证研究自恋是滥用监督的驱动因素,有助于解释破坏性领导。此外,该研究还揭示了自恋型管理者的特征,这些特征阻碍了与下属的生产关系。

更新日期:2021-04-29
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