Holding Abusive Managers in Contempt: Why and When Experienced Abusive Supervision Motivates Enacted Interpersonal Justice Toward Subordinates

被引：1

作者：

Pan, Su-Ying ^{[1
]}

Lin, Katrina Jia ^{[2
]}

McAllister, Daniel J. ^{[3
]}

Xia, Ying ^{[4
]}

机构：

[1] Macau Univ Sci & Technol, Fac Hospitality & Tourism Management, Macau, Peoples R China

[2] Hong Kong Polytech Univ, Fac Business, Dept Management & Mkt, Hong Kong, Peoples R China

[3] Natl Univ Singapore, Business Sch, Dept Management & Org, Singapore, Singapore

[4] Nanjing Univ, Business Sch, Dept Human Resource Management, Nanjing, Peoples R China

来源：

JOURNAL OF BUSINESS ETHICS | 2024年 / 192卷 / 02期

基金：

中国国家自然科学基金;

关键词：

Abusive supervision; Contempt; Interpersonal justice toward subordinates; Moral attentiveness; Moral differentiation; LEADER-MEMBER EXCHANGE; TRICKLE-DOWN; SOCIAL FUNCTIONS; JOB-PERFORMANCE; MORAL EMOTIONS; WORK; MODEL; CONSEQUENCES; BEHAVIOR; WORKPLACE;

D O I：

10.1007/s10551-023-05528-4

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

Whereas past research on the trickle-down diffusion of abusive supervision has demonstrated that abused supervisors often translate the abuse that they experience from their managers downward to their followers, we examine the active involvement of abused supervisors through leading in a more principled and positive manner. Adopting the sociofunctional perspective on emotions, we propose that supervisors who feel contempt for their abusers and are morally attentive will be motivated to morally differentiate themselves from perpetrators by treating their subordinates with greater, rather than less, interpersonal justice. Four studies, including two survey-based studies and two scenario-based experiments, based on data collected in China and the United Kingdom show consistent evidence supporting the overall moderated mediation model. Theoretical and practical implications are discussed.

引用

页码：341 / 361

页数：21