领导挑战-阻碍性工作压力与辱虐领导行为——基于自我损耗为中介的理论模型构建

Challenge-Hindrance Stress of Leader and Abusive Supervision: Theoretical Model of the Mediator Variable of Ego-Depletion

近年来,辱虐领导行为已经成为国内外领导行为研究领域的关注热点。文章从挑战-阻碍性工作压力理论和自我损耗理论视角出发,构建一个以工作压力为前因变量,自我耗损为中介变量,情绪智力和辱虐氛围为调节变量的理论模型,拟采用实证方法和实验方法来验证该理论模型,揭示挑战-阻碍性工作压力引发辱虐领导行为的心理机制。具体包括以下研究内容:1) 是领导挑战-阻碍性工作压力对辱虐领导行为的作用分析;2) 是从自我损耗理论视角分析自我损耗在理论模型中的中介作用;3) 是个体情绪智力的调节作用;4) 是组织环境辱虐氛围的调节作用。

Recently, abusive supervision has become a hot topic in the research field of leadership beha-vior. The paper constructs a theoretical model to explain the relationship between the chal-lenge-hindrance stress and abusive supervision through the lens of ego-depletion. Drawing from the challenge-hindrance stress literature and abusive supervision literature, taking ego-depletion, emotional intelligence and abuse supervision climate into account, we try to reveal the psychological mechanism of abuse supervision induce by the challenge-hindrance stress through empirical and experimental methods. Challenge-hindrance stress is a new antecedent variable of abusive supervision through the lens of ego-depletion. The four important points in our research include: 1) The challenge-hindrance stress has positive effect on abuse supervision;2) the mediating role of ego-depletion in the model;3) the moderating role of individual emotional intelligence;and 4) the moderating role of abusive supervision climate in organization.