Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision

Abstract

The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of perceived abusive supervision with goal commitment in predicting organizational deviance and job performance. In particular, the extent to which goal commitment alleviates the deleterious effects of abusive supervision is examined such that when goal commitment is high, the indirect effects of perceived abusive supervision on job performance and organizational deviance via motivation control and self-defeating cognition were predicted to be weaker. The proposed model was supported by multisource and multiwave data. The understanding of when the deleterious effects of supervisor abuse as perceived by followers are likely might help the human resource personnel to adopt measures that buffer against such outcomes.     

启蒙的吊诡与启蒙的反思——以中国现代思想中的"启蒙反思"论说为中心

17-18世纪兴起于西欧北美的启蒙运动,是人类发展史上一座划时代的里程碑.启蒙思想家接续在欧洲中世纪社会内部所萌蘖的文艺复兴、宗教改革以及实验科学等异端思潮,进一步高扬理性、人权、自由、平等、民主、法治、科学、进步等价值理念,对禁锢人们头脑的神学教条和束缚人们身心的王权制度进行了深刻批判乃至猛烈抨击,在观念领域发生了极大的祛蔽作用和解放效应.     

Why and when cognitive job insecurity relates to affective job insecurity? A three-study exploration of negative rumination and the tendency to negative gossip

ABSTRACT

The job insecurity literature distinguishes between cognitive job insecurity and affective job insecurity where cognitive job insecurity reflects perceptions regarding the likelihood of total job loss or job features loss and affective job insecurity refers to emotional reactions to that potential loss. Indeed, affective job insecurity is demonstrated to be an affective reaction to cognitive job insecurity. However, the relationship between cognitive job insecurity and affective job insecurity may be neither direct nor unconditional. Drawing from cognitive appraisal theory, this research takes a nuanced approach to exploring the mediating role of negative work rumination and the moderating role of the tendency to negative gossip in the relationship between cognitive job insecurity and affective job insecurity. We examined our hypotheses using three time-lagged survey studies with employees recruited from the U.S. and China. These studies found that negative work rumination mediated the relation between cognitive job insecurity and affective job insecurity (Studies 1–3) and the tendency to negative gossip attenuated the positive relation between cognitive job insecurity and affective job insecurity (Studies 1 and 2). Thus, this research advances the job insecurity literature by identifying a mediator and a moderator in the process of how employees may experience job insecurity.     

齐都临淄空间形态演变的功能性导向

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论慈善的道德精神

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品格教育中榜样示范的问题与回应——以亚里士多德美德论为考量视角

榜样示范作为品格教育的重要教学策略,在教育哲学意义上主要存在两类问题,即"如何激发教育对象模仿行为"的方法论问题和"榜样示范教育应教什么"的实质性道德问题。"模仿"是"榜样示范"中的核心概念,亚里士多德将其视为一种蕴含情感、意动、认知及行为要素的情感美德。因此,在品格教育"榜样示范"的过程中,要避免仅止于对榜样的行为模仿及类推性实践的方法论问题;更要重视所要学习模仿的道德品质独立性问题,化解"模仿者"对榜样无知顺从的困境。从实践角度看,应从多方面审视和改善品格教育的"榜样示范"问题:加强教师对于自身作为行为榜样的反思;要确认榜样必须具有真实性特质;从"道德成熟"标准确保榜样与学生存在的德性位势差,强化德性内驱;创设道德情境,加强学生对榜样的心理认同感;培养道德能动性,促进学生道德层面的知行转化。     

福祉与责任——美国工程伦理学述评

美国工程伦理学自20世纪70年代产生以来,经过几十年的发展,已经比较成熟和规范,形成了相对完善的伦理章程与稳定的学术建制,促进了美国工程的良性发展。而深入地探讨与分析其历史背景与目标,发展过程与态势,不仅有利于我国工程伦理学的产生,而且有利于促进我国工程的健康发展。一美国工程伦理学产生的境域与目标技术已经对我们这个世界产生了深远而广泛的影响,而工程师在技术各个方面的发展上扮演了核心角色。工程师创造产品与程序来提高食物产量、加强植物保护、节约能源消耗、提速通信交通、促进身体健康以及消除自然灾害,也给人类生活带…     

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喜看三秦道教变化 见证改革开放成果

2008年,是改革开放三十周年.30年来,伴随着改革开放的春风和祖国日新月异的发展变化,陕西省道教事业在党的宗教政策的指引下,在党和政府的大力支持下,取得了长足发展与全面进步.广大道教徒借此最直接、最真实地感受到了改革开放带给自己的莫大好处.可以说,道教事业处在历史最好的发展时期之一.