Although previous research has shown that abuse can trickle down from managers to supervisors, it remains unclear why many abused supervisors do not perpetuate the abuse of their subordinates. To address this issue, drawing upon frustration-aggression and self-regulation theory, the current research investigated the underlying mechanism of frustration and the mitigative effects of self- and other-compassion in the manager abuse—supervisor frustration—supervisor abuse circle. Across two field studies (a time-lagged survey study, N = 381, and an experience sampling study, N = 66, with 593 daily observations), we find support for our arguments at both between- and within-person levels. Our findings support that there is a positive indirect relationship between manager abuse and supervisor abuse via supervisor frustration and that the indirect effect is weaker among supervisors who possess higher levels of self- and other-compassion. We discuss the implications for theory and human resource practice.

中文翻译：

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利用自我和他人同情来防止虐待蔓延

尽管之前的研究表明，虐待行为可以从经理蔓延到主管，但仍不清楚为什么许多受虐待的主管不会延续对下属的虐待行为。为了解决这个问题，本研究借鉴挫败-攻击和自我调节理论，探讨了挫败感的潜在机制以及管理者虐待-主管挫败-主管虐待圈子中自我和他人同情的缓解效果。通过两项实地研究（一项时滞调查研究，N  = 381，和一项经验抽样研究，N  = 66，每日观察 593 次），我们在人与人之间和人内部层面找到了对我们论点的支持。我们的研究结果表明，经理虐待和主管虐待之间通过主管的挫败感存在正向的间接关系，并且在自我同情和他人同情水平较高的主管中，这种间接影响较弱。我们讨论对理论和人力资源实践的影响。