辱虐管理的应对:基于人际拒绝的多动力模型分析

Coping strategies for abusive supervision: An interpersonal rejection-based multi-dynamic model

随着辱虐管理产生破坏性影响的作用机制不断得到丰富和完善,受辱虐下属选择特定应对方式的原因以及有效性成为未来辱虐管理的研究方向。基于人际拒绝的多动力模型,梳理了在不同质量LMX的关系情境中受辱虐下属的应对方式,并提出特定应对方式可能引起辱虐管理的恶性循环的假设模型。建议未来研究通过丰富下属的应对行为变量、增加人格和环境的调节机制以完善受辱虐下属的应对模型,并以此为基础探究辱虐管理的消极互动机制,为打破辱虐管理恶性循环提供理论支持。

As the literature on abusive supervision has gained a great understanding of its detrimental effects and the underlying mechanisms, how subordinates cope with the experience of abusive supervision and the effectiveness of different coping strategies are promising new directions for future research. In this article, based on the multi-dynamic model of interpersonal rejection, we discussed how subordinates might cope with the experience of abusive supervision differently at low and high levels of LMX, and proposed a model in which certain coping strategies can lead to the subsequent experience of increased abusive supervision. We suggest future research strengthen our understanding of subordinates’ coping strategies for abusive supervision with a focus on exploring new coping strategies, including individual different variables, and examining situational factors as moderators. Further, future research can investigate the negative interactions between leaders and subordinates, and provide theoretical support for breaking the cycle of abusive supervision.