不當督導與部屬的主管導向偏差行為之關聯性：道德疏離的中介角色與道德認定的調節角色

The Relationship between Abusive Supervision and Subordinates' Supervisor-directed Deviance: The Mediating Role of Moral Disengagement and the Moderating Role of Moral Identity

10.3966/199687602018021101001

梁欣光(Shin-Guang Liang)

不當督導 ； 主管導向偏差行為 ； 道德認定 ； 道德疏離 ； 調節式路徑分析 ； abusive supervision ； supervisor-directed deviance ； moral identity ； moral disengagement ； moderated path analysis

組織與管理

11卷1期（2018 / 02 / 01）

1 - 31

繁體中文

本研究根據社會認知理論的道德機制，探討主管不當督導與部屬的主管導向偏差行為的關聯性，並檢視道德疏離的中介機制與道德認定的調節角色。本研究透過多個時間點的資料蒐集方式，蒐集267份有效配對問卷。經由階層迴歸分析與調節式路徑分析的檢驗步驟，本研究發現部屬的道德疏離會中介不當督導與主管導向偏差行為之間的關係。此外，調節式路徑分析結果亦顯示，員工的道德認定會調節不當督導經由道德疏離，進而影響主管導向偏差行為的間接效果。本研究基於研究結果的理論貢獻加以討論，並提出具體的管理意涵與未來研究建議，供實務界與後續研究參考。

Based on the perspective of moral agency of social cognitive theory, the aim of this study is to explore the relationship between abusive supervision and subordinates' supervisor-directed deviance and to investigate the mediating role of moral disengagement and the moderating role of moral identity. This study tested the theoretical model by using 3-wave data from a sample of 267 employees. We used hierarchical regression analysis and moderated path analysis to test our hypotheses. Results showed that moral disengagement mediated the relationship between abusive supervision and supervisor-directed deviance. Further, moderated path analyses demonstrated that subordinates' moral identity moderated the strength of the indirect effect of abusive supervision on supervisor-directed deviance via moral disengagement. We discussed the theoretical and practical implications of our findings. Finally, we also provided several suggestions for future research.

1. 吳宗祐(2008)。由不當督導到情緒耗竭：部屬正義知覺與情緒勞動的中介效果。中華心理學刊，50，201-221。
   連結：
2. 胡昌亞、鄭瑩妮(2014)。不當督導研究回顧與前瞻。中華心理學刊，56，191-214。
   連結：
3. 彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異：問題本質、影響、測試與補救。管理學報，23，77-98。
   連結：
4. Aiken, L. S.,West, S. G.(1991).Multiple regression: Testing and interpreting interactions.Thousand Oaks, CA:Sage.
5. Anderson, C. A.,Bushman, B. J.(2002).Human aggression.Annual Review of Psychology,53,27-51.
6. Aquino, K.,Reed, A.(2002).The self-importance of moral identity.Journal of Personality and Social Psychology,83,1423-1440.
7. Bamberger, P. A.,Bacharach, S. B.(2006).Abusive supervision and subordinate problem drinking: Taking resistance, stress and subordinate personality into account.Human Relations,59,723-752.
8. Bandura, A.(1999).Moral disengagement in the perpetration of inhumanities.Prsonality and Social Psychology Review,3,193-209.
9. Bandura, A.(1986).Social foundations of thought and action: A social cognitive theory.Englewood Cliffs, NJ:Prentice Hall.
10. Bandura, A.,Barbaranelli, C.,Caprara, G. V.,Pastorelli, C.(1996).Mechanisms of moral disengegement in the exercise of moral agency.Journal of Personality and Social Psychology,71,364-374.
11. Barnes, C. M.,Lucianetti, L.,Bhave, D. P.,Christian, M. S.(2015)."You wouldn't like me when I'm sleepy": Leaders' sleep, daily abusive supervision, and work unit engagement.Academy of Management Journal,58,1419-1437.
12. Baron, R. M.,Kenny, D. A.(1986).The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical consideration.Journal of Personality and Social Psychology,51,1173-1182.
13. Bickel, R.(2007).Multilevel analysis for applied research.New York, NY:Guilford Press.
14. Chen, Y.,Ferris, D. L.,Kwan, H. K.,Yan, M.,Zhou, M.,Hong, Y.(2013).Selflove's lost abor: A self-enhancement model of workplace incivility.Academy of Management Journal,56,1199-1219.
15. Chi, S.-C. S.,Liang, S.-G.(2013).When do subordinates' emotion-regulation strategies matter? Abusive supervision, subordinates' emotional exhaustion, and work withdrawal.The Leadership Quarterly,24,125-137.
16. Conger, J. A.,Kanungo, R. N.,Menon, S. T.(2000).Charismatic leadership and follower effects.Journal of Organizational Behavior,21,747-767.
17. Dong, Y.,Liao, H.,Chuang, A.,Zhou, J.,Campbell, E. M.(2015).Fostering employee service creativity: Joint effects of customer empowering behaviors and supervisory empowering leadership.Journal of Applied Psychology,100,1364-1380.
18. Duffy, M. K.,Scott, K. L.,Shaw, J. D.,Tepper, B. J.,Aquino, K.(2012).A social context model of envy and social undermining.Academy of Management Journal,55,643-666.
19. Duffy, M. K.,Tepper, B. J.,O'Leary-Kelly, A.(2002).Moral disengagement and antisocial behavior at work.the Annual Meetings of the Southern Management Association,Atlanta, GA:
20. Edwards, J. R.,Lambert, L. S.(2007).Methods for integrating moderation and mediation: A general analytical framework using moderated path analysis.Psychological Methods,12,1-22.
21. Fiske, S. T.(2004).Social beings: A core motives approach to social psychology.New York, NY:Wiley.
22. Gill, C.,Caza, A.(2015).An investigation of authentic leadership's individual and group influences on follower responses.Journal of Management,20(10),1-25.
23. Hayes, A. F.(2013).Introduction to mediation, moderation, and conditional process analysis: A regression-based approach.New York, NY:Guilford Press.
24. Hoobler, J. M.,Brass, D. J.(2006).Abusive supervision and family undermining as displaced aggression.Journal of Applied Psychology,91,1125-1133.
25. Kiazad, K.,Restubog, S. L. D.,Zagenczyk, T. J.,Kiewitz, C.,Tang, R. L.(2010).In pursuit of power: The role of authoritarian leadership in the relationship between supervisors' Machiavellianism and subordinates' perceptions of abusive supervisory behavior.Journal of Research in Personality,44,512-519.
26. Lee, K.,Kim, E.,Bhave, D. P.,Duffy, M. K.(2016).Why victims of undermining at work become perpetrators of undermining: An integrative model.Journal of Applied Psychology,101(6),915-924.
27. Lian, H.,Brown, D. J.,Ferris, D. L.,Liang, L. H.,Keeping, L. M.,Morrison, R.(2014).Abusive supervision and retaliation: A self-control framework.Academy of Management Journal,57,116-139.
28. Liang, L. H.,Lian, H.,Brown, D. J.,Ferris, D. L.,Hanig, S.,Keeping, L. M.(2016).Why are abusive supervisors abusive? A dual-system self-control model.Academy of Management Journal,59,1385-1406.
29. Liu, D.,Liao, H.,Loi, R.(2012).The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity.Academy of Management Journal,55,1187-1212.
30. Liu, J.,Kwan, H. K.,Wu, L. Z.,Wu, W.(2010).Abusive supervision and subordinate supervisor-directed deviance: The moderating role of traditional values and the mediating role of revenge cognitions.Journal of Occupational & Organizational Psychology,83,835-856.
31. Lonner, W. J.(Ed.),Berry, J. W.(Ed.)(1986).Field methods in cross-cultural research.Thousand Oaks, CA:Sage.
32. Mayer, D. M.,Aquino, K.,Greenbaum, R. L.,Kuenzi, M.(2012).Who displays ethical leadership, and why does it matter? An examination of antecedents and consequences of ethical leadership.Academy of Management Journal,55,151-171.
33. McCarthy, J. M.,Trougakos, J. P.,Cheng, B. H.(2016).Are anxious workers less productive workers? It depends on the quality of social exchange.Journal of Applied Psychology,101,279-291.
34. McFerran, B.,Aquino, K.,Duffy, M.(2010).How personality and moral identity relate to individuals' ethical ideology.Business Ethics Quarterly,20,35-56.
35. Michel, J. S.,Newness, K.,Duniewicz, K.(2016).How abusive supervision affects workplace deviance: A moderated-mediation examination of aggressiveness and work-related negative affect.Journal of Business and Psychology,31,1-22.
36. Miller, D. T.(2001).Disrespect and the experience od injustice.Annual Review of Psychology,52,527-553.
37. Mitchell, M. S.,Ambrose, M. L.(2007).Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs.Journal of Applied Psychology,92,1159-1168.
38. Mitchell, M. S.,Vogel, R. M.,Folger, R.(2015).Third parties' reactions to the abusive supervision of coworkers.Journal of Applied Psychology,100,1040-1055.
39. Muller, D.,Judd, C. M.,Yzerbyt, V. Y.(2005).When moderation is mediated and mediation is moderated.Journal of Personality and Social Psychology,89,852-863.
40. Opotow, S.(1990).Moral exclusion and injustice: An introduction.Journal of Social Issues,46,1-20.
41. O'Reilly, J.,Aquino, K.,Skarlicki, D.(2016).The lives of others: Third parties' responses to others' injustice.Journal of Applied Psychology,101,171-189.
42. Peng, A. C.,Schaubroeck, J. M.,Li, Y.(2014).Social exchange implications of own and coworkers' experiences of supervisory abuse.Academy of Management Journal,57,1360-1384.
43. Podsakoff, P. M.,MacKenzie, S. B.,Lee, J. Y.,Podsakoff, N. P.(2003).Common method biases in behavioral research: A critical review of the literature and recommended remedies.Journal of Applied Psychology,88,879-903.
44. Priesemuth, M.,Schminke, M.,Ambrose, M. L.,Folger, R.(2014).Abusive supervision climate: A multiple-mediation model of its impact on group outcomes.Academy of Management Journal,57,1513-1534.
45. Restubog, S. L. D.,Scott, K. L.,Zagenczyk, T. J.(2011).When distress hits home: The role of contextual factors and psychological distress in predicting employees' responses to abusive supervision.Journal of Applied Psychology,96,713-729.
46. Schaubroeck, J. M.,Peng, A. C.,Hannah, S. T.(2016).The role of peer respect in linking abusive supervision to follower outcomes: Dual moderation of group potwncy.Journal of Applied Psychology,101,267-278.
47. Shin, S. J.,Zhou, J.(2003).Transformational leadership, conservation, and creativity: Evidence from Korea.Academy of Management Journal,46,703-714.
48. Simon, L. S.,Hurst, C.,Kelley, K.,Judge, T. A.(2015).Understanding cycles of abuse: A multimotive approach.Journal of Applied Psychology,100,1798-1810.
49. Skarlicki, D. P.,van Jaarsveld, D. D.,Shao, R.,Song, Y. H.,Wang, M.(2016).Extending the multifoci perspective: The role of supervisor justice and moral identity in the relationship between customer justice and customer-directed sabotage.Journal of Applied Psychology,101,108-121.
50. Tepper, B. J.(2000).Consequences of abusive supervision.Academy of Management Journal,43,178-190.
51. Tepper, B. J.(2007).Abusive supervision in work organizations: Review, synthesis, and research agenda.Journal of Management,33,261-289.
52. Tepper, B. J.,Moss, S. E.,Duffy, M. K.(2011).Predictors of abusive supervision: Supervisor perceptions of deep-level dissimilarity, relationship conflict, and subordinate performance.Academy of Management Journal,54,279-294.
53. Tepper, B. J.,Moss, S. E.,Lockhart, D. E.,Carr, J. C.(2007).Abusive supervision, upward maintenance communication, and subordinates' psychological distress.Academy of Management Journal,50,1169-1180.
54. Walter, F.,Lam, C. K.,van der Vegt, G. S.,Huang, X.,Miao, Q.(2015).Abusive supervision and subordinate perofrmance: Instrumentality considerations in the emergence and consequences of abusive supervision.Journal of Applied Psychology,100,1056-1072.
55. Walumbwa, F. O.,Avolio, B. J.,Gardner, W. L.,Wernsing, T. S.,Peterson, S. J.(2008).Authentic leadership: Development and validation of a theory-based measure.Journal of Management,34,89-126.
56. Wu, T. Y.,Hu, C.(2009).Abusive supervision and employee emotional exhaustion: Dispositional antecedents and boundaries.Group & Organization Management,34,143-169.

1. 陳志南,張佳穎(2021)。國中學生道德疏離與性別平等意識之關係研究：以臺中市國中學生為例。學生事務與輔導，60(3)，41-59。
2. 賴璽方,陳淑瑜,陳淑貞,梁欣光(2023)。探討第三方目睹不當督導與其績效改善之關聯性。管理學報，40(1)，57-79。
3. 張騰睿,林月雲(2023)。不當督導整合型架構：台灣文獻分析。科技與人力教育季刊，9卷3、4，65-91。