领导挑战-阻碍性工作压力与辱虐领导行为——基于自我损耗为中介的理论模型构建
Challenge-Hindrance Stress of Leader and Abusive Supervision: Theoretical Model of the Mediator Variable of Ego-Depletion
DOI: 10.12677/AP.2018.81017, PDF,    国家自然科学基金支持
作者: 李泽莹：韩山师范学院计算机与信息工程学院，广东 潮州；广东工业大学管理学院，广东 广州；何 斌, 张 韫：广东工业大学管理学院，广东 广州
关键词: 挑战-阻碍性工作压力；辱虐领导行为；自我损耗；情绪智力；辱虐氛围；Challenge-Hindrance Stress； Abusive Supervision； Ego-Depletion； Emotional Intelligence； Abuse Supervision Climate
摘要: 近年来，辱虐领导行为已经成为国内外领导行为研究领域的关注热点。文章从挑战-阻碍性工作压力理论和自我损耗理论视角出发，构建一个以工作压力为前因变量，自我耗损为中介变量，情绪智力和辱虐氛围为调节变量的理论模型，拟采用实证方法和实验方法来验证该理论模型，揭示挑战-阻碍性工作压力引发辱虐领导行为的心理机制。具体包括以下研究内容：1) 是领导挑战-阻碍性工作压力对辱虐领导行为的作用分析；2) 是从自我损耗理论视角分析自我损耗在理论模型中的中介作用；3) 是个体情绪智力的调节作用；4) 是组织环境辱虐氛围的调节作用。
Abstract: Recently, abusive supervision has become a hot topic in the research field of leadership beha-vior. The paper constructs a theoretical model to explain the relationship between the chal-lenge-hindrance stress and abusive supervision through the lens of ego-depletion. Drawing from the challenge-hindrance stress literature and abusive supervision literature, taking ego-depletion, emotional intelligence and abuse supervision climate into account, we try to reveal the psychological mechanism of abuse supervision induce by the challenge-hindrance stress through empirical and experimental methods. Challenge-hindrance stress is a new antecedent variable of abusive supervision through the lens of ego-depletion. The four important points in our research include: 1) The challenge-hindrance stress has positive effect on abuse supervision; 2) the mediating role of ego-depletion in the model; 3) the moderating role of individual emotional intelligence; and 4) the moderating role of abusive supervision climate in organization.
文章引用：李泽莹, 何斌, 张韫 (2018). 领导挑战-阻碍性工作压力与辱虐领导行为——基于自我损耗为中介的理论模型构建. 心理学进展, 8(1), 139-146. https://doi.org/10.12677/AP.2018.81017

参考文献

[1] 邓丽芳, 郑日昌(2008). 组织沟通对成员工作压力的影响：质、量结合的实证分析. 管理世界, No. 1, 105-114.
[2] 黄海艳(2014). 绩效评价导向对研发人员的工作压力--工作绩效曲线关系的调节作用. 科学学与科学技术管理, No. 7, 162-170.
[3] 李爱梅, 颜亮, 王笑天, 等(2015). 时间压力的双刃效应及其作用机制. 心理科学进展, 23(9), 1627-1636.
[4] 刘得格(2015). 挑战性-阻碍性压力源、角色超载和情绪枯竭的关系：心理弹性的调节作用. 心理与行为研究, 13(1), 115-124.
[5] 毛江华, 廖建桥, 刘文兴, 等(2014). 辱虐管理从何而来? 来自期望理论的解释. 南开管理评论, 17(5), 4-12.
[6] 任俊, 李瑞雪, 詹鋆, 等(2014). 好人可能做出坏行为的心理学解释——基于自我控制资源损耗的研究证据. 心理学报, 46(6), 841-851.
[7] 宋国学(2016). 工作压力源对反生产行为的影响机理:职业生涯韧性以情绪为中介的调节效应. 商业经济与管理, No. 2, 26-35.
[8] Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., et al. (2000). An Empirical Examination of Self-Reported Work Stress among U.S. Managers. Journal of Applied Psychology, 85, 65-74.[CrossRef] [PubMed]
[9] Ellis, A. M., Bauer, T. N., Mansfield, L. R., et al. (2015). Navigating Uncharted Waters: Newcomer Socialization through the Lens of Stress Theory. Journal of Management, 41, 203-235.[CrossRef] 
[10] Fox, S., & Spector, P. E. (2005). Counterproductive Work Behavior: Investigations of Actors and Targets. Washington, DC: American Psychological Association.[CrossRef] 
[11] Garcia, P. R. J. M., Restubog, S. L. D., Christian, K., et al. (2014). Roots Run Deep: Investigating Psychological Mechanisms between History of Family Aggression and Abusive Supervision. Journal of Applied Psychology, 99, 883-897.[CrossRef] [PubMed]
[12] Jordan, P. J., Ashkanasy, N. M., & Hartel, C. E. J. (2002). Emotional Intelligence as a Moderator of Emotional and Behavioral Reactions to Job Insecurity. Academy of Management Review, 27, 361-372.
[13] Kiewitz, C., Restubog, S. L. D., Zagenczyk, T. J., et al. (2012). Sins of the Parents: Self-Control as a Buffer between Supervisors’ Previous Experience of Family Undermining and Subordinates’ Perceptions of Abusive Supervision. Leadership Quarterly, 23, 869-882.[CrossRef] 
[14] Lanaj, K., Johnson, R. E., & Barnes, C. M. (2014). Beginning the Workday Yet Already Depleted? Consequences of Late- Night Smartphone Use and Sleep. Organizational Behavior & Human Decision Processes, 124, 11-23.[CrossRef] 
[15] Lepine, J. A., Podsakoff, N. P., & Lepine, M. A. (2005). A Meta-Analytic Test of the Challenge Stressor-Hindrance Stressor Framework: An Explanation for Inconsistent Relationships among Stressors and Performance. Academy of Management Journal, 48, 764-775.[CrossRef] 
[16] Mathieu, C., & Babiak, P. (2016). Corporate Psychopathy and Abusive Supervision: Their Influence on Employees' Job Satisfaction and Turnover Intentions. Personality & Individual Differences, 91, 102-106.
[17] Mathieu, C., Neumann, C. S., Hare, R. D. et al. (2014). A Dark Side of Leadership: Corporate Psychopathy and Its Influence on Employee Well-Being and Job Satisfaction. Personality & Individual Differences, 59, 83-88.[CrossRef] 
[18] Priesemuth, M., Schminke, M., Ambrose, M. L. et al. (2014). Abusive Supervision Climate: A Multiple-Mediation Model of Its Impact on Group Outcomes. Academy of Management Journal, 57, 1513-1534.[CrossRef] 
[19] Rodell, J. B., & Judge, T. A. (2009). Can “Good” Stressors Spark “Bad” Behaviors? The Mediating Role of Emotions in Links of Challenge and Hindrance Stressors with Citizenship and Counterproductive Behaviors. Journal of Applied Psychology, 94, 1438-1451.
[20] Tepper, B. J. (2000). Consequences of Abusive Supervision. Academy of Management Journal, 43, 178-190.[CrossRef] 
[21] Tepper, B. J., Moss, S. E., & Duffy, M. K. (2011). Predictors of Abusive Supervision: Supervisor Perceptions of Deep-Level Dissimilarity, Relationship Conflict, and Subordinate Performance. The Academy of Management Journal, 54, 279-294.[CrossRef] 
[22] Wong, C. S., & Law, K. S. (2002). The Effects of Leader and Follower Emotional Intelligence on Performance and Attitude: An Exploratory Study. Leadership Quarterly, 13, 243-274.
[23] Zapf, D., & Einarsen, S. (2003). Bullying and Emotional Abuse in the Workplace. International Perspectives in Research and Practice. Abingdon-on-Thames: Taylor & Francis.