社会认同理论视角下领导底线心态对辱虐管理作用机制研究
Research on the Mechanism of Leadership Bottom-Line Mentality on Abusive Supervision from the Perspective of Social Identity Theory
摘要: 不同于中国文化情境中“底线”的含义，底线心态中的“底线”通常指财务报表最后一行显示盈亏的线，表示工作者持有“确保底线结果实现而忽视其他竞争优先事项”的单维度思维。本研究基于社会认同理论，探讨领导底线心态影响辱虐管理的边界条件与作用机制。通过290名员工的数据，本研究发现：1) 领导底线心态对辱虐管理有正向影响。2) 领导下属关系冲突在领导底线心态与辱虐管理之间起中介作用。3) 内部人身份感知在领导底线心态和关系冲突中起负向调节作用。4) 内部人身份感知调节领导底线心态通过关系冲突对辱虐管理产生的作用机制。
Abstract: Unlike the meaning of “bottom line” in the Chinese cultural context, “bottom line” in the bottom-line mentality usually refers to the line at the end of the balance sheets that displays profits and losses. Bottom-line mentality indicates that people hold a one-dimensional thinking that revolves around securing bottom-line outcomes to the neglect of competing priorities. This study is based on social identity theory and explores the boundary conditions and mechanism of the influence of leadership bottom-line mentality on abusive supervision. We collected data from 290 samples. This study found that: 1) Leader bottom-line mentality has a positive impact on abusive supervision. 2) Rela-tion conflict between leaders and subordinates plays a mediating role between leader bottom-line mentality and abusive supervision. 3) Perceived insider status plays a negative moderating role in leader bottom-line mentality and relationship conflict. 4) Perceived insider status moderates the indirect effects of leader bottom-line mentality on abusive supervision via relation conflict.
文章引用：王迪 (2024). 社会认同理论视角下领导底线心态对辱虐管理作用机制研究. 心理学进展, 14(3), 220-231. https://doi.org/10.12677/AP.2024.143152

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