Several studies have explored why employees leave their organization in the face of abusive supervision. However, there is a lack of research on what makes employees continue with employment despite being affected by abusive supervision. This study responds to the calls made to analyze multiple mechanisms that employees use to cope with abusive supervision. It addresses this gap by examining employees’ psychological and social resources that can mitigate the effects of abusive supervision. We specifically consider employee psychological and structural empowerment, as well as resilience and workplace friendship. This is a time-lagged study using a sample of 146 postgraduate students who have a minimum of 2 years of work experience. Utilizing the tenets of conservation of resources theory, we find that damage to psychological empowerment plays a significant role in diminishing the work engagement and creativity of employees, as compared to structural empowerment. We also find that workplace friendship plays a significant role in weakening the damaging effects of abusive supervision on structural empowerment. Future studies should consider other psychological and social mechanisms that can mitigate the effects of abusive supervision. Moreover, organizations should work toward developing a culture of sharing and support between coworkers.

几项研究探讨了为何员工在面对滥用监管时会离开组织。但是，尽管受到滥用监督的影响，但仍缺乏关于使雇员继续受雇的原因的研究。这项研究回应了对分析员工用来应对虐待性监督的多种机制的号召。它通过检查员工的心理和社会资源来减轻这种差距，这些资源可以减轻滥用监督的影响。我们专门考虑员工的心理和结构授权，以及应变能力和工作场所的友谊。这是一个时间滞后的研究，使用了至少两年工作经验的146名研究生的样本。利用资源节约理论的宗旨，我们发现，与结构授权相比，对心理授权的损害在减少员工的工作投入和创造力方面起着重要作用。我们还发现，工作场所的友谊在削弱滥用监管对结构性赋权的破坏性作用中起着重要作用。未来的研究应考虑可以减轻滥用监管影响的其他心理和社会机制。此外，组织应努力建立同事之间共享和支持的文化。未来的研究应考虑可以减轻滥用监管影响的其他心理和社会机制。此外，组织应努力建立同事之间共享和支持的文化。未来的研究应考虑可以减轻滥用监管影响的其他心理和社会机制。此外，组织应努力建立同事之间共享和支持的文化。