ABSTRACT

Drawing on the moral exclusion theory and resource allocation perspective, we examine the association between supervisor perception of subordinate performance and abusive supervision (AS), and the interaction effects of a supervisor’s need for achievement and second-level superiors’ close monitoring of first-line supervisors, as key boundary conditions for the performance-AS relationship. We conducted a time-lagged survey with 142 matched reports from supervisors and subordinates who had direct reporting relationships with the supervisors in the South Korea military. The results of this study indicate that subordinate performance, as rated by the supervisor, was negatively associated with AS. Furthermore, a supervisor’s need for achievement moderated the relationship between subordinate performance and AS, such that the relationship was more negative under a supervisor who had a higher need for achievement. In addition, second-level superiors’ close monitoring of first-line supervisors moderated the effect of the interaction of subordinate performance and a supervisor’s need for achievement on AS, such that the existing moderation effect of a supervisor’s need for achievement is more pronounced when supervisors are under high close monitoring by their superiors. Our investigation of antecedents of supervisor’s abusive behavior could help expand our previous knowledge regarding the mechanism of the performance-AS relationship.

 抽象的

借鉴道德排斥理论和资源配置的视角，我们研究了主管对下属绩效的感知与滥用监督（AS）之间的关联，以及主管的成就需要与二级上级对一线的密切监控的交互作用主管作为绩效与 AS 关系的关键边界条件。我们进行了一项时滞调查，收集了 142 份匹配的报告，这些报告来自与韩国军队的主管人员有直接报告关系的主管和下属。这项研究的结果表明，主管评价的下属绩效与 AS 呈负相关。此外，主管的成就需求调节了下属绩效与AS之间的关系，使得在对成就的需求较高的主管的领导下，这种关系更加消极。此外，二级上级对一线主管的密切监控调节了下属绩效与主管成就需要的交互作用对AS的影响，使得现有的主管成就需要的调节效应在主管受到上级的高度密切监视。我们对主管虐待行为前因的调查可以帮助扩展我们之前关于绩效与AS关系机制的知识。