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Surviving Abusive Supervision: The Roles of Attribution and Impression Management
Published online by Cambridge University Press: 05 December 2025
Abstract
Drawing on attribution theory and impression management research, we investigate when and how abused employees engage in different coping strategies and what the interpersonal consequences of the coping strategies are for employees. Specifically, from an employee actor–based perspective, we develop and test a dual-path-mediated moderation model that represents the double-edged sword effect of abusive supervision. Using data from 444 front-line employees, we find that injury initiation motives attribution enhances the positive relationship between abusive supervision and revenge motivation, which in turn is positively related to intimidation, exemplification, and supplication. Conversely, performance promotion motives attribution strengthens the positive relationship between abusive supervision and motivation to reconcile, which in turn is positively associated with ingratiation, self-promotion, and exemplification. Intimidation and supplication are then related to increased interpersonal conflict with leaders, while ingratiation is related to reduced interpersonal conflict with leaders. Theoretical contributions, practical implications, and limitations are discussed.
摘要
基于归因理论和印象管理研究, 我们探究了受虐待员工何时以及如何采取不同的应对策略, 以及这些应对策略对员工产生何种人际影响。具体而言, 从员工主体的角度出发, 我们发展并检验了一个双路径中介调节模型, 该模型体现了辱虐管理的双刃剑效应。利用来自 444 名一线员工的数据, 我们发现伤害引发动机归因会增强辱虐管理与报复动机之间的正向关系。报复动机又与恐吓、示范和恳求呈正相关。相反, 绩效提升动机归因会加强辱虐管理与和解动机之间的正向关系。进一步, 和解动机与讨好、自我推销和示范呈正相关。恐吓和恳求与与领导之间的人际冲突增加有关, 而讨好则与与领导之间的人际冲突减少有关。文中讨论了理论贡献、实践意义和局限性。
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- © The Author(s), 2025. Published by Cambridge University Press on behalf of International Association for Chinese Management Research.
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