When subordinates respond constructively to abusive supervision: the moderating role of performance goal orientation

IF 3.1 4区 管理学 Q2 MANAGEMENT
Haizhen Wang, Li-qun Wei, Ruoyong Zhang
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引用次数: 0

Abstract

Purpose

Despite the literature on subordinates' destructive responses to abusive leadership, an emerging body of literature proposes that subordinates may react constructively to abusive supervision under certain conditions. The authors contribute to this line of research by proposing and testing the moderating effects of performance-approach and -avoidance goal orientation on the relationship between abusive supervision and task performance, and by testing work effort as a mechanism underlying this moderating effect.

Design/methodology/approach

The study hypotheses were tested in two studies. In Study 1 (field survey, N = 230), the moderation hypotheses were tested. Study 2 (experiment, N = 116) extended Study 1 and examined the mediated moderation model.

Findings

The study empirical evidence from the two studies showed that (1) abusive supervision was more positively related to an employee's task performance when that employee's performance-approach goal orientation was high (vs low), (2) abusive supervision was not more positively related to task performance when performance-avoidance goal orientation was high (vs low) and (3) the employee's work effort mediated the moderating effect of performance-approach goal orientation.

Practical implications

This research suggests that organizations and subordinates should be aware of the positive contextual role of performance-approach goal orientation, which may shape subordinates' subsequent work behavior in response to supervisors' hostility, and should invest more time and effort in reinforcing subordinates' performance-approach goal orientation.

Originality/value

This study has identified a new condition and offers new evidence of the potential functional effect of abusive supervision. Specifically, the study finding of the positive moderating role of performance-approach goal orientation adds to the literature examining when abused subordinates respond constructively to abusive supervision. The study analysis of the mediating effect of work effort further reveals the mechanism of this effect.

下属对滥用监管的建设性回应:绩效目标导向的调节作用
尽管有文献研究下属对虐待性领导的破坏性反应,但新出现的文献提出,在某些条件下,下属可能会对虐待性监督做出建设性反应。作者通过提出和测试绩效取向和回避目标取向对滥用监督和任务绩效之间关系的调节作用,以及通过测试工作努力作为这种调节作用的机制,为这一研究方向做出了贡献。设计/方法/方法本研究的假设在两个研究中得到检验。在研究1(实地调查,N = 230)中,我们检验了适度假设。研究2(实验,N = 116)扩展了研究1,检验了中介调节模型。结果两项研究的实证结果表明:(1)当员工的绩效趋近目标取向高(相对较低)时,辱骂性监督与员工的任务绩效之间的正相关关系更显著;(2)当员工的绩效回避目标取向高(相对较低)时,辱骂性监督与任务绩效之间的正相关关系不显著;(3)员工的工作努力在绩效趋近目标取向的调节作用中起中介作用。实践启示本研究提示组织和下属应意识到绩效趋近目标导向的积极情境作用,它可能会影响下属对主管敌意的后续工作行为,并应投入更多的时间和精力来强化下属的绩效趋近目标导向。原创性/价值本研究发现了一种新的情况,并为虐待性监管的潜在功能效应提供了新的证据。具体而言,绩效趋近目标取向的正向调节作用为受虐下属对虐待性监管的建设性反应提供了佐证。通过对工作努力的中介效应的研究分析,进一步揭示了这种效应的作用机制。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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