辱虐后的收场:辱虐管理与领导趋避行为

How to End a Moment of Abuse:Abusive Supervision and Approach-avoidance Behavior of Leader

已有辱虐管理研究主要集中于对受害者的影响,而对施虐者自身的研究尚待丰富。领导者实施辱虐后心理压力如何缓解、人际关系如何重构、领导效能如何提升等,是推脱责任还是勇于担责,其推脱或担责的内在机制和边界条件如何,已有研究尚乏关注。基于领导身份控制理论,结合趋避框架,明确领导者施辱后为符合领导身份而对受害者的趋避行为(包括帮扶行为、和解行为和推脱行为)效应,探究自我反思和外部学习在上述关系中的中介机制,同时考察独立型自我建构和依存型自我建构起调节作用的边界条件,以实现其合格领导的身份感知。通过三阶段问卷调查,收集来自湖北、广东和上海等地区460份有效问卷,借助Spss 26.0和Mplus 8.3,采用路径分析和bootstrapping法,验证理论假设。研究结果表明,(1)辱虐管理对领导者趋避行为中的帮扶行为和和解行为有显著正向影响,对推脱行为有显著负向影响。(2)自我反思和外部学习中介辱虐管理对3种趋避行为的影响。(3)自我建构部分调节辱虐管理与领导者自我反思和外部学习之间的关系,独立型自我建构负向调节辱虐管理与领导者自我反思和外部学习之间的关系,而依存型自我建构正向调节辱虐管理与领导者自我反思之间的关系。(4)自我建构部分调节辱虐管理通过自我反思和外部学习对领导者趋避行为的间接作用;独立型自我建构负向调节辱虐管理通过自我反思和外部学习对领导者帮扶行为和和解行为的间接作用,正向调节其对推脱行为的间接作用;而依存型自我建构正向调节辱虐管理通过自我反思和外部学习对领导者帮扶行为和和解行为的间接作用,负向调节其通过外部学习对推脱行为的间接作用。研究结果揭示了领导者实施职场不道德行为-辱虐管理后如何收场的内在作用机制,施虐领导对受害者的趋避行为反应基于其对领导身份控制后的自我反思和外部学习,同时领导者的自我建构类型影响其对领导身份控制的强弱,进而影响其趋避行为选择。研究结果丰富了职场辱虐的理论研究,为辱虐管理研究提供了新的视角,为提升领导效能和重构人际关系等管理实践提供了理论依据和决策借鉴。

Abusive supervision can not only bring the victim the approach-avoidance emotional and behavioral response,but also bring the abusive leader with exhaustion of emotion,inefficient leadership,deterioration of relationship and performance reduction.Being faced with the negative effects of abusive supervision,how to realize the relationship reconstruction and psychological harmony,whether to shirk responsibility or be brave to bear responsibility,and what are internal mechanisms and boundary conditions to discharge or bear responsibility remains little attention in the existing research.Based on the leadership identity control theory within the framework of approach-avoidance,this study aims to clarify the effect of the leader′s approach-avoidance behaviors on the victim in order to conform to the leader′s identity after abusive supervision,which are helping behavior,reconciliation behavior and disengagement behavior,explore the mechanism of self-reflection and external learning and to examine the boundary conditions of independent and dependent self-construal.The positive research through 460 samples indicated the follow conclusions.Three time points of data were collected from 460 supervisor within Guangdong,Hubei,Henan and so on.At Time 1,supervisor reported abusive supervision,self-construal and provided demographic information.At Time 2,supervisor responded to measures of self-reflection and external learning and guilty.At Time 3,supervisors rated their approach-avoidance behavior.Firstly,abusive supervision has a significant positive effect on helping behavior and reconciliation of the abusive leader,while it has a significant negative effect on his disengagement behavior.Secondly,self-reflection and external learning mediate the influence of abusive supervision on his approach-avoidance feedback behavior,which are helping behavior,reconciliation behavior and disengagement behavior.Thirdly,self-construal moderates the relationship between abusive supervision and abusive leader′s self-reflection and external learning.Independent self-construal negatively moderates the relationship between abusive supervision and self-reflection and external learning of the abusive leader,while dependent self-construal positively moderates the relationship between abusive supervision and self-reflection of the abusive leader.Finally,self-construal moderates the indirect effect of abusive supervision on approach-avoidance behavior of the abusive leader through self-reflection and external learning,while independent self-construal negatively moderates the indirect effect of abusive supervision on helping behavior and reconciliation behavior of the abusive leader through self-reflection and external learning,and positively moderates its indirect effect on his disengagement behavior,while dependent self-construal positively moderates the indirect effect of abusive supervision on helping behavior and reconciliation behavior of the abusive leader through self-reflection and external learning,and negatively moderates its indirect effect on his disengagement behavior through external learning.The current study contributes to the literature in two aspects.First,it reveals the internal mechanism and boundary conditions of remedial behavior choice of abusive leader after abusive supervision.Second,then provides theoretical basis and decision-making reference for leadership style transformation,ability development and management practice of relationship reconstruction and psychological harmony.