Supervisor Abuse Effects on Subordinate Turnover Intentions and Subsequent Interpersonal Aggression: The Role of Power-Distance Orientation and Perceived Human Resource Support Climate
Supervisor Abuse Effects on Subordinate Turnover Intentions and Subsequent Interpersonal Aggression: The Role of Power-Distance Orientation and Perceived Human Resource Support Climate
复制标题
DOI：
10.1007/s10551-018-4019-7
复制
发表时间：
2018-09
影响因子：
6.1
通讯作者：
O. Richard;O. D. Boncoeur;Hao Chen;D. Ford
中科院分区：
文献类型：
--
作者：
O. Richard;O. D. Boncoeur;Hao Chen;D. Ford
尽管越来越多的证据表明，滥用监督会引发人际攻击，但对于这种关系中潜在的因果机制，我们仍然知之甚少。我们探讨了离职意图在辱骂监督与随后的主管评价的人际攻击之间的关系中的中介作用。我们使用了来自9个组织的324个主管-下属二元组的样本，并找到了对这种中介效应的支持。此外，我们发现，(低)权力距离取向和(高)感知人力资源支持氛围作为重要的边界条件，独立地与虐待监督交互作用，削弱了这种对离职意图的积极影响，从而减少了人际攻击。我们还通过离职意向发现，当人力资源支持气氛较低时，滥用监督会加剧高权力距离导向型个人的人际攻击行为。文中还讨论了理论和实践意义。
Despite mounting evidence that abusive supervision triggers interpersonal aggression, much remains unknown regarding the underlying causal mechanisms within this relationship. We explore the role of turnover intentions as a mediator in the relationship between abusive supervision and subsequent supervisor-rated interpersonal aggression. We use a sample of 324 supervisor–subordinate dyads from nine organizations and find support for this mediation effect. Furthermore, we find that (low) power-distance orientation and (high) perceived human resource (HR) support climate, as important boundary conditions, independently interact with abusive supervision to weaken this positive impact on turnover intentions, thereby reducing interpersonal aggression. We also find via turnover intentions that abusive supervision intensifies interpersonal aggression among high power-distance-oriented individuals when the HR support climate is perceived to be low. Theoretical and practical implications are discussed.