Mitigating the harms of abusive supervision on employee thriving: The buffering effects of employees’ social-network centrality
研究发现，员工在建议和友谊网络中的中心度越高，越能缓冲辱虐管理对员工活力和学习状态（即蓬勃发展）的负面影响，进而保护其任务绩效、组织公民行为和创造力。
This article builds on the scant literature regarding antecedents and consequences of employee thriving, a positive psychological state characterized by the joint experience of vitality and learning. Guided by conservation of resource (COR) theory and the social embeddedness perspective, we predict that the social-network centrality of employees helps them buffer against the negative effects of abusive supervision. Via a pilot study, a field study, and two scenario-based experiments, we find patterns supporting our hypotheses. Specifically, employees’ perception of abusive supervision is negatively associated with their level of thriving and, thereby also, with their performance-related outcomes such as task performance, organizational citizenship behavior (OCB), and creativity. However, abusive supervision’s negative association with employees’ thriving weakens when employees are more central in their advice and friendship networks. Our research adds to the sparse but growing literature on thriving, and supplements the mostly reactive- and/or dyadic-oriented strategies previously identified as ways to cope with abusive supervisors. Theoretical and practical implications are discussed.