License to Retaliate: Good Deeds as a Moral License for Misdeeds in Reaction to Abusive Supervision

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2022-01-25 DOI:10.1080/08959285.2022.2032069

L. Liang, C. Coulombe, Sarah Skyvington, Douglas J. Brown, Lance Ferris, Huiwen Lian

引用次数: 2

Abstract

ABSTRACT Abusive supervision research demonstrates that subordinates often engage in deviance following abuse despite the negative consequences of doing so. Drawing on moral licensing theory, we propose that the relationship between abusive supervision and deviance is moderated by the extent to which subordinates perform positive voluntary work behaviors. We further suggest that moral disengagement moderates this moral licensing effect and that this relationship will hold when controlling for social exchange principles. In Study 1, we found that the relationship between abusive supervision and organizational deviance was strengthened by high organizational citizenship behavior (OCB) and was not significant at low levels of OCB. In Study 2, we found that the moral licensing effect was strengthened in individuals with a propensity to morally disengage, even when controlling for negative reciprocity beliefs and social exchange orientation. Implications for moral licensing and abusive supervision research are discussed.

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报复许可证：善意行为是对滥用监督行为的道德许可证

虐待监督研究表明，下属在遭受虐待后往往会出现越轨行为，尽管这样做会产生负面后果。利用道德许可理论，我们提出了滥用监督与越轨行为之间的关系受到下属积极自愿工作行为的程度的调节。我们进一步认为，道德脱离调节了这种道德许可效应，并且在控制社会交换原则时，这种关系将保持不变。在研究1中，我们发现高组织公民行为(OCB)强化了虐待监督与组织越轨的关系，而在低组织公民行为水平下，这种关系不显著。在研究2中，我们发现即使在控制了消极互惠信念和社会交换取向的情况下，具有道德脱离倾向的个体的道德许可效应也得到了加强。讨论了道德许可和滥用监管研究的启示。

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

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.