作　　者： (陈楠）; (李方君）;

机构地区： 暨南大学管理学院

出　　处： 《中国人力资源开发》 2017年第9期6-21,共16页

摘　　要： 辱虐管理是指管理者持续表现出的敌意言语或非言语行为,但不包括身体接触。以往大量研究证实了辱虐管理的破坏性后果,因此,为了更好地预测和预防辱虐管理,近年来不少研究开始深入探讨辱虐管理的前因变量,并取得了丰硕的研究成果。为了推进学界更加全面和系统地认识辱虐管理的形成机制,本文从组织特征、工作特征、主管因素和下属因素四个方面,论述辱虐管理的影响因素,并概括了七种不同理论视角与解释逻辑,进一步解析了辱虐管理的产生机制。最后,文章提出了辱虐管理产生机制的整合模型,并讨论了未来的研究方向。 Abusive supervision refers to ＂supervisors engage in the sustainable display of hostile verbal and nonverbal behaviors, excluding physical contact＂ . Considerable studies have indicated the desmlctive consequences of abusive supervision. In order to better predict and prevent abusive supervision, studies began to explore the antecedents of abusive supervision. Empirical studies in this respect have heaped up. To promote a more comprehensive and systematic understanding of the generation mechanism of abusive supervision, the current study attempts to discuss the influence factors of abusive supervision from four aspects： organization characteristics, job characteristics, subordinate factors and supervisor factors, summarizes the theoretical perspectives, and further analyzes the mechanisms of abusive supervision. Finally, an integrated model of the generation mechanism of abusive supervision is proposed, and the promising furore research directions are suggested.

关 键 词： 辱虐管理 替代性攻击 自我损耗 社会交换 社会支配