The Effects of Abusive Supervision on Psychological Distress and Job Performance: A Moderated Mediation

Abstract

Abstract:

Researches into the leadership style have always been a major concern of academic world, because different leadership styles have different impact on the employees and the organizations and also the influence can be positive and negative under different circumstances. Abusive supervisors as a type of destructive leaders have been a focus of academic research these years, and researchers are trying to figure out how the mechanism works and in what ways we can do to alleviate the adverse effect abusive supervision has on employees and the organization. However, the mechanism underlying such process is still unclear. Therefore, this study aims to fill the gap, from psychological perspective, by investigating the mediating effect of mental distress and moderating effect of psychological capital.
We collect data from 356 employees from 110 different organizations in China. We use established measures to capture key variables in this study. The reliabilities of all scales are above 0.70. Multiple regression, confirmatory factor analysis and moderated mediation model are employed to analyze data.
Confirmatory factor analysis indicates the four key variables are discriminated. Regression analysis shows that abusive supervision is negatively associated with job performance, and the relationship is partially mediated by mental distress. In addition, psychological capital moderates the relationship between abusive supervision and mental distress in that the relationship is morepositive and stronger when subordinates' psychological capital is low. Moreover, moderated mediation analysis find that psychological capital moderates the indirect effect of abusive supervision on job performance via mental distress. Contributions, practical implications and limitations are discussed.

Key words: abusive supervision, job performance, mental distress, psychological capital

Li Yuhui, Wang Zhen, Huang Canwei, Wan Luomeng. The Effects of Abusive Supervision on Psychological Distress and Job Performance: A Moderated Mediation[J]. , 2016, 28(2): 127-137.

References

[1] Borman W. C., Motowidlo S. J. Task Performance and Contextual Performance: The Meaning for Personnel Selection Research[J]. Human Performance, 1997,10(2):99-109
[2] Bass B. M. Leadership and Performance Beyond Expectations[M]. New York: Free Press, 1985
[3] Bass B. M. From Transactional to Transformational Leadership: Learning to Share the Vision[J]. Organizational Dynamics, 1991,18(3):19-31
[4] Jing F. F., Avery G. C. Missing Links in Understanding the Relationship between Leadership and Organizational Performance[J]. International Business & Economics Research Journal, 2011,7(5):67-78
[5] Einarsen S., Aasland M. S., Skogstad A. Destructive Leadership Behaviour: A Definition and Conceptual Model[J]. The Leadership Quarterly, 2007,18(3):207-216
[6] Krasikova D. V., Green S. G., LeBreton J. M. Destructive Leadership a Theoretical Review, Integration, and Future Research Agenda[J]. Journal of Management, 2013,39(5):1308-1338
[7] 刘军,吴隆增,林雨.应对辱虐管理: 下属逢迎与政治技能的作用机制研究[J]. 南开管理评论, 2009,7(2):52-58
[8] 孙健敏,宋萌,王震.辱虐管理对下属工作绩效和离职意愿的影响: 领导认同和权力距离的作用[J]. 商业经济与管理, 2013,(3):45-53
[9] 颜爱民,裴聪.辱虐管理对工作绩效的影响及自我效能感的中介作用[J]. 管理学报, 2013,10(2):213-218
[10] Gooty J., Connelly S., Griffith J., el al. Leadership, Affect and Emotions: A State of the Science Review[J]. The Leadership Quarterly, 2010,21(6):979-1004
[11] 高文.基层主管辱虐管理的后果[D]. 暨南大学硕士论文, 2013
[12] 周淼.辱虐管理对员工工作绩效的影响研究——心理资本的调节作用[D]. 吉林大学硕士论文, 2011
[13] Tepper B. J. Consequences of Abusive Supervision[J]. Academy of Management Journal, 2000,43(2):178-190
[14] Ashforth B. Petty Tyranny in Organizations[J]. Human Relations, 1994,47(7):755-778
[15] Tepper B. J. Abusive Supervision in Work Organizations: Review,Synthesis, and Research Agenda[J]. Journal of Management, 2007,33(3):261-289
[16] Jezl D. R., Molidor C. E., Wright T. L. Physical, Sexual and Psychological Abuse in High School Dating Relationships: Prevalence Rates and Self-Esteem Issues[J]. Child and Adolescent Social Work Journal, 1996,13(1):69-87
[17] Shepard M. F., Campbell J. A. The Abusive Behavior Inventory a Measure of Psychological and Physical Abuse[J]. Journal of Interpersonal Violence, 1992,7(3):291-305
[18] Duffy M. K., Ganster D. C., Pagon M. Social Undermining in the Workplace[J]. Academy of Management Journal, 2002,45(2):331-351
[19] 吴隆增,刘军,梁淑美.辱虐管理与团队绩效: 团队沟通与集体效能的中介效应[J]. 管理评论, 2013,8(6):151-159
[20] Harris K. J., Kacmar K. M., Zivnuska S. An Investigation of Abusive Supervision as a Predictor of Performance and the Meaning of Work as a Moderator of the Relationship[J]. The Leadership Quarterly, 2007,18(3):252-263
[21] Hobfoll S. E. The Influence of Culture, Community, and the Nested-Self in the Stress Process: Advancing Conservation of Resources Theory[J]. Applied Psychology, 2001,50(3):337-421
[22] 张莉,林与川,于超跃,等.支持资源作用下的工作-家庭促进: 情感倾向的调节作用[J]. 管理学报, 2012,9(3):78-85
[23] De Cuyper N., Mäkikangas A., Kinnunen U., et al. Cross-Lagged Associations between Perceived External Employability, Job Insecurity, and Exhaustion: Testing Gain and Loss Spirals according to the Conservation of Resources Theory[J]. Journal of Organizational Behavior, 2012,33(6):770-788
[24] Carlson D., Ferguson M., Hunter E., et al. Abusive Supervision and Work-Family Conflict: The Path through Emotional Labor and Burnout[J]. The Leadership Quarterly, 2012,23(5):849-859
[25] Whitman M. V., Halbesleben J. R. B., Holmes O. Abusive Supervision and FeedbackAvoidance: The Mediating Role of Emotional Exhaustion[J]. Journal of Organizational Behavior, 2014,35(1):38-53
[26] Hochwarter W. A., Witt L. A., Treadway D. C., et al. The Interaction of Social Skill and Organizational Support on Job Performance[J]. Journal of Applied Psychology, 2006,91(2):482-491
[27] Barnett R. C., Raudenbush S. W., Brennan R. T., et al. Change in Job and Marital Experiences and Change in Psychological Distress: A Longitudinal Study of Dual-Earner Couples[J]. Journal of Personality and Social Psychology, 1995,69(5):839-864
[28] Lazarus R. S., Folkman S. Stress[DB/OL].https://ccme.osu.edu/WebCastsFiles/562The%20Management%20of%20Stress%20-%202.pdf, 1984
[29] 陈静,刘均娥,苏娅丽,等.住院乳腺癌患者心理痛苦及其相关因素调查[J]. 护理管理杂志, 2012,12(3):158-161
[30] 樊召锋,俞国良,刘聪慧.心理痛苦研究述评——聚焦 5· 12 汶川大地震受灾群众心理痛苦[J]. 心理科学进展, 2009,17(3):631-638
[31] 张剑,张微, Deci E. L.心理需要的满足与工作满意度: 哪一个能够更好地预测工作绩效?[J]. 管理评论, 2012,24(6):98-104
[32] Lazarus R. S. Progress on a Cognitive-Motivational-Relational Theory of Emotion[J]. American Psychologist, 1991,46(8):819-827
[33] Brotheridge C. M., Lee R. T. Testing a Conservation of Resources Model of the Dynamics of Emotional Labor[J]. Journal of Occupational Health Psychology, 2002,7(1):57-65
[34] Lee R. T., Ashforth B. E. A Meta-Analytic Examination of the Correlates of the Three Dimensions of Job Burnout[J]. Journal of Applied Psychology, 1996,81(2):123-144
[35] Hobfoll S. E. Conservation of Resources: A New Attempt at Conceptualizing Stress[J]. AmericanPsychologist, 1989,44(3):513-524
[36] Tetrick L. E., LaRocco J. M. Understanding, Prediction, and Control as Moderators of the Relationships between Perceived Stress, Satisfaction, and Psychological Well-Being[J]. Journal of Applied Psychology, 1987,72(4):538-543
[37] Keashly L., Harvey S. Emotional Abuse in the Workplace[M]. Washington, DC, US: American Psychological Association, 2005
[38] Peterson S. J., Luthans F., Avolio B. J., et al. Psychological Capital and Employee Performance: A Latent Growth Modeling Approach[J]. Personnel Psychology, 2011,64(2):427-450
[39] Ashforth B. E. Petty Tyranny in Organizations: A Preliminary Examination of Antecedents and Consequences[J]. Canadian Journal of Administrative Sciences, 1997,14(2):126-140
[40] Richman J. A., Flaherty J. A., Rospenda K. M., et al. Mental Health Consequences and Correlates of Reported Medical Student Abuse[J]. Jama, 1992,267(5):692-694
[41] Epitropaki O., Martin R. The Moderating Role of Individual Differences in the Relation between Transformational/Transactional leadership Perceptions and Organizational Identification[J]. The Leadership Quarterly, 2005,16(4):569-589
[42] Avey J. B., Wernsing T. S., Luthans F. Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors[J]. The Journal of Applied Behavioral Science, 2008,44(1):48-70
[43] 侯二秀,陈树文,长青.企业知识员工心理资本维度构建与测量[J]. 管理评论, 2013,25(2):115-125
[44] Luthans F., AvolioB. J., Avey J. B. et al. Positive Psychological Capital: Measurement and Relationship with Performance and Satisfaction[J]. Personnel Psychology, 2007,60(3):541-572
[45] Bakker A. B., Demerouti E. The Job Demands-Resources Model: State of the Art[J]. Journal of Managerial Psychology, 2007,22(3):309-328
[46] Avey J. B., Luthans F., Jensen S. M. Psychological Capital: A Positive Resource forCombating Employee Stress and Turnover[J]. Human Resource Management, 2009,48(5):677-693
[47] Avey J. B., Luthans F., Youssef C. M. The additive value of positive psychological capital in predicting work attitudes and behaviors[J]. Journal of Management, 2010,36(2):430-452
[48] RestubogL. D., Scott K. L., Zagenczyk T. J. When Distress Hits Home: The Role of Contextual Factors and Psychological Distress in Predicting Employees' Responses to Abusive Supervision[J]. Journal of Applied Psychology, 2011,96(4):713-729
[49] Avey J. B., Reichard R. J., Luthans F. et al. Meta-analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance[J]. Human Resource Development Quarterly, 2011,22(2):127-152
[50] Derogatis L. R. Brief Symptom Inventory (BSI)-18. Administration, Scoring and Procedures Manual,Minneapolis:NCS, Pearson, Inc[DB/OL].http://psychcorp.pearsonassessments.com/HAIWEB/Cultures/enus/Productdetail.htm?Pid=PAg110&Mode=summary, 2012
[51] Williams L. J., Anderson S. E. Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors[J]. Journal of Management, 1991,17(3):601-617
[52] Peterson S. J., Walumbwa F. O., ByronK., Myrowitz J. CEO Positive Psychological Traits, Transformational Leadership, and Firm Performance in High-Technology Start-Up and Established Firms[J]. Journal of Management, 2009,35(2):348-368
[53] Baron R. M., Kenny D. A. The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual, Strategic, and Statistical Considerations[J]. Journal of Personality and Social Psychology, 1986,51(6):1173-1182
[54] 温忠麟,张雷,侯杰泰.有中介的调节变量和有调节的中介变量[J]. 心理学报, 2006,38(3):448-452
[55] Aiken L. S., West S. G. Multiple Regression: Testing and Interpreting Interactions[M]. CA: Sage Publication, 1991
[56] 李伟,梅继霞.内在动机与员工绩效: 基于工作投入的中介效应[J]. 管理评论, 2013,25(8):160-167
[57] 李超平,李晓轩,时勘,陈雪峰.授权的测量及其与员工工作态度的关系[J]. 心理学报, 2006,38(1):99-106