The role of cognitive processes and individual differences in the relationship between abusive supervision and employee career satisfaction

被引：19

作者：

Jiang, Wan ^{[1
]}

Wang, Linlin ^{[2
,3
]}

Lin, Han ^{[4
]}

机构：

[1] Tianjin Univ, Coll Management & Econ, Tianjin, Peoples R China

[2] Univ Sci & Technol China, Sch Management, Hefei, Anhui, Peoples R China

[3] City Univ Hong Kong, Coll Business, Hong Kong, Hong Kong, Peoples R China

[4] Shanghai Jiao Tong Univ, Antai Coll Econ & Management, Shanghai, Peoples R China

来源：

PERSONALITY AND INDIVIDUAL DIFFERENCES | 2016年 / 99卷

关键词：

Abusive supervision; Career self-efficacy; Career satisfaction; Proactive personality; Organizational tenure; LEADER-MEMBER EXCHANGE; PROACTIVE PERSONALITY; SELF; PERCEPTIONS; PERFORMANCE; CONFLICT; BEHAVIOR; MODERATOR; MODEL;

D O I：

10.1016/j.paid.2016.04.088

中图分类号：

B84 [心理学];

学科分类号：

04 ; 0402 ;

摘要：

This study extends the career management literature by testing the relationship between abusive supervision and career satisfaction. Drawing from social cognitive perspective, we examine whether career self-efficacy mediates the linkage between abusive supervision and career satisfaction. Following the substitutes for leadership perspective, we investigate how organizational tenure and proactive personality moderate this mediated relationship. Data from a two-wave study indicates that career self-efficacy mediates the relationship between abusive supervision and career satisfaction. In addition, organizational tenure and proactive personality attenuate the main effect of abusive supervision and the indirect effect of career self-efficacy. The findings provide new insights into abusive supervision, career management, and personality research. (C) 2016 Elsevier Ltd. All rights reserved.

引用

页码：155 / 160

页数：6

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