When Core Self-Evaluations Influence Employees’ Deviant Reactions to Abusive Supervision: The Moderating Role of Cognitive Ability
When Core Self-Evaluations Influence Employees’ Deviant Reactions to Abusive Supervision: The Moderating Role of Cognitive Ability
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DOI：
10.1007/s10551-018-3800-y
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发表时间：
2019-10
影响因子：
6.1
通讯作者：
Donald H. Kluemper;K. W. Mossholder;Dan Ispas;M. Bing;D. Iliescu;A. Ilie
中科院分区：
文献类型：
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作者：
Donald H. Kluemper;K. W. Mossholder;Dan Ispas;M. Bing;D. Iliescu;A. Ilie
查看工作场所越轨行为的受害者沉淀框架内，我们探讨了如何虐待主管的目标下属低的核心自我评价（CSE），以解释当这样的员工在工作场所越轨行为的反应。我们认为，CSE水平较低的员工会受到更多的虐待性监督，这会对主管、同事和组织产生有害的反应。这种情况主要发生在员工缺乏足够的认知资源来处理主管的虐待。我们测试，复制和扩展我们的理论模型在三个实证研究。结果表明，较低的员工CSE提请更多的虐待监督，并导致低CSE员工表现出工作场所的越轨行为。认知能力水平相对较低的员工，这种虐待性监督的中介效应更强。研究结果进行了讨论，在面对员工虐待的理论和道德问题。
Viewing workplace deviance within a victim precipitation framework, we explore how abusive supervisors target subordinates low in core self-evaluations (CSE) to explain when such employees respond by engaging in workplace deviance. We theorize that employees who are lower in CSE receive more abusive supervision, which generates subsequent harmful reactions toward supervisors, peers, and the organization. This occurs primarily when employees lack sufficient cognitive resources in dealing with supervisor abuse. We test, replicate, and extend our theoretical model in three empirical studies. Results demonstrate that lower employee CSE drew more abusive supervision and led low-CSE employees to exhibit workplace deviance. This abusive supervision mediation effect was stronger for employees with comparatively lower cognitive ability levels. The findings are discussed with regard to theoretical and ethical issues in confronting employee abuse.