Institutional Repository, Institute of Psychology, Chinese Academy of Sciences
|Alternative Title||Abusive Supervision and Employee＇ Performance： Mechanisms of FSB and Learning Goral Orientation|
|申传刚1; 马红宇1; 杨璟1; 刘腾飞1|
The literature on abusive supervision has consistently demonstrated the negative relationship between member perception of supervisor＇s abusive behavior and member performance. The process through which relationship supervisor＇s abusive behavior influences subordinates＇ performance, however, is still not fully understood. The present study provides a mechanism for the process. Specifically, we predict that the feedback seeking behavior （FSB） of members mediates these relationships, and learning goal orientation moderates the relationship between abusive supervision and FSB. In order to avoid the common method variance problem, two sources of survey were administrated. Data was from a total of 306 matched supervisor-subordinate dyads in 7 enterprises located in Hubei, Zhejiang, Xiamen. Two structured questionnaires were employed as the research instrument for this study. One consisted of three scales designed to measure abusive supervision, FSB and learning goal orientation. Among the major measures, the 15-items abusive supervision was adopted from Tepper （2000）; FSB was measured via 6 items that was adopted from Saori Yanagizawa （2008）; the five item learning goal orientation scale was adopted from Vandewalle ＆ Cummings （1997）. We used a scale adopted from Tusi et al. （1997） in the other questionnaire to measure supervisor-rated subordinates＇ performance. Results show that the Cronbach＇s alpha coefficients for these above measures range from 0.75 to 0.94. Hierarchical regression and the total effect moderation model were utilized to examine the proposed hypotheses. In line with predictions, results of hierarchical regression demonstrate that abusive supervision is negatively related to FSB, supervisor-rated performance, and FSB partially mediate the relationship between abusive supervision and supervisor-rated performance. Specifically, the negative effect of abusive supervision on subordinates＇ performance was partially mediated by subordinates＇ FSB. In addition, results of total effect moderation model analysis reveal that subordinates＇ learning goal orientation moderate the relationship between abusive supervision and FSB. Abusive supervision was more strongly related to FSB when subordinates＇ learning goal orientation was low. The present study extends our understanding of social exchange between supervisor and subordinate in the link between abusive supervision and subordinate＇s performance. Finally, the theoretical and managerial implications of the findings, limitations and future research directions were also discussed.
|Keyword||上司不当督导 员工绩效 反馈寻求行为 学习目标定向|
|Indexed By||CSCD ; CSSCI ; 中文核心期刊要目总览|
|申传刚,马红宇,杨璟,等. 上司不当督导与下属绩效:反馈寻求行为和学习目标定向的作用[J]. 心理学报,2012,44(12):1677-1686.|
|MLA||申传刚,et al."上司不当督导与下属绩效:反馈寻求行为和学习目标定向的作用".心理学报 44.12(2012):1677-1686.|
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|上司不当督导与下属绩效_反馈寻求行为和学（904KB）||期刊论文||作者接受稿||限制开放||CC BY-NC-SA||Application Full Text|
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