上司不当督导与下属绩效行为的作用机制及其干预策略

不当督导与绩效行为的关系是组织行为学领域一个新的研究热点问题。本研究拟以情绪事件理论、替代侵犯理论、归因理论为指导, 采用问卷调查、投射测验、情景模拟等多种研究方法, 分析愤怒、羞愧、职场中的他人行为及自我归因在不当督导和绩效行为之间的作用, 揭示其非线性的作用机制, 丰富组织行为学的研究内容。本研究借鉴情绪调节理论及方法, 寻求有效的不当督导干预策略, 以期指导员工走出不当督导-消极情绪-不良绩效行为恶性循环的泥沼, 同时也检验本研究关于不当督导和绩效行为理论模型的科学性。

The Mechanism between Superior’s Abusive and Subordinate’s Performance Behavior and Intervention Strategies

The relationship between abusive supervision and performance behavior is a heatedly debated topic in the field of organizational behavior. Integrating the emotion event theory, displaced aggressive behavior theory, and attribution theory, the current research intends to analyze the role of anger, shame, other employees’ behavior, and self-attribution in the relationship between abusive supervision and performance. It employs multiple research methods such as survey, projective testing, and scenario simulation. The non-linear mechanism revealed by the current study enriches our understanding of organizational behavior. Drawing on the methods suggested by the emotion regulation theory, the current research also seeks effective interventions for regulating abusive supervision so employees can break the vicious cycle of abusive supervision — negative emotions — poor performance. In addition, this research tests the model of abusive supervision and performance.