Surviving Abusive Supervision: The Roles of Attribution and Impression Management
基于归因理论和印象管理研究，探讨受虐员工如何根据对上级虐待动机的归因选择不同应对策略（如恐吓、讨好），以及这些策略对上下级人际冲突的影响。
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.