Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs
Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs
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DOI：
10.1037/0021-9010.92.4.1159
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发表时间：
2007-07-01
影响因子：
9.9
通讯作者：
Ambrose, Maureen L.
中科院分区：
文献类型：
--
作者：
Mitchell, Marie S.;Ambrose, Maureen L.
在本研究中，作者探讨了滥用监管与员工工作偏差之间的关系。作者将虐待监管概念化为一种攻击。他们使用报复和直接和替代的攻击作为检查员工对滥用监督的反应的基础。作者预测，滥用监管将与主管导向偏差、组织偏差和人际偏差有关。此外，作者还研究了消极互惠信念的调节作用。他们假设，当个体持有较高的消极互惠信念时，虐待性监督与监督导向偏差之间的关系会更强。研究结果支持这一假设。研究结果对理解工作场所破坏性行为的影响。
In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation and direct and displaced aggression as a foundation for examining employees' reactions to abusive supervision. The authors predict abusive supervision will be related to supervisor-directed deviance, organizational deviance, and interpersonal deviance. Additionally, the authors examine the moderating effects of negative reciprocity beliefs. They hypothesized that the relationship between abusive supervision and supervisor-directed deviance would be stronger when individuals hold higher negative reciprocity beliefs. The results support this hypotheses. The implications of the results for understanding destructive behaviors in the workplace are examined.