Why Do Supervisors Abuse Certain Subordinates? Goal Orientation and Leader–Member Exchange as Antecedents

IF 5 3区 管理学 Q1 MANAGEMENT Journal of Leadership & Organizational Studies Pub Date : 2023-09-28 DOI:10.1177/15480518231204489
Donghun Seo, Sunghyuck Mah, Seokhwa Yun
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Abstract

In this study, we draw from moral exclusion perspective to theorize leader–member exchange (LMX) and subordinate goal orientation as antecedents of abusive supervision. In addition, we integrate LMX theory to propose LMX as a mediating mechanism through which goal orientation influences abusive supervision and consequently task performance. We tested our hypotheses through two cross-cultural multi-method studies. In a field study with South Korean employees (Study 1), we found that LMX and abusive supervision serially mediated the relationship between performance-prove goal orientation (PPGO) and task performance. In an online vignette study with American employees (Study 2), we found that LMX and learning goal orientation were negatively associated with abusive supervision. Furthermore, we found support that LMX mediated the relationship between all three dimensions of goal orientation (learning, performance-prove, and performance-avoid) and abusive supervision. Combing both studies, we found strong evidence that subordinates with high PPGO form positive relationships with their supervisors which elicit less supervisory abuse. Implications for management theory and practice are discussed.
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为什么上级会虐待某些下属?目标导向与领导-成员交换作为前因
本研究从道德排斥的角度出发,对领导-成员交换和下属目标取向作为虐待监督的前因进行了理论分析。此外,我们整合LMX理论,提出LMX是目标取向影响虐待监督并进而影响任务绩效的中介机制。我们通过两项跨文化多方法研究验证了我们的假设。通过对韩国员工的实地研究(研究1),我们发现LMX和虐待性监督在绩效证明型目标取向(PPGO)与任务绩效的关系中起到了连续中介作用。在一项针对美国员工的在线小故事研究(研究2)中,我们发现LMX和学习目标取向与虐待监督呈负相关。此外,我们发现LMX在目标取向的三个维度(学习、绩效证明和绩效避免)与虐待监管之间的关系中起到中介作用。结合这两项研究,我们发现了强有力的证据,证明PPGO高的下属与上级形成了积极的关系,从而减少了上级的滥用。讨论了对管理理论和实践的启示。
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CiteScore
9.70
自引率
2.10%
发文量
23
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