矛盾视角下调节焦点在领导力领域的应用

Is Abusive Supervision Always “Toxic” to Work Engagement? – A Moderated Nonlinear Mediation Model

“…The challenging stressor of abusive supervision can provide employees with opportunities for growth and development, easily induce individual growth and selfrealization, stimulate their promotion focus, as well as encourage employees to actively engage in work. On the other hand, the hindering stressor of abusive supervision leads to job insecurities and potential losses, leading to an urgent need for job security, inducing their prevention focus, and inhibiting employees' work engagement [11] . Therefore, abusive supervision may have differentiated effects on work engagement through the stimulation of different regulatory focus, which can reveal the internal triggering mechanism of abusive management on employees' work engagement.…”

“…Promotion focus originates from individual's "profit-seeking" behavior, strong ideal, and growth need; it positively regulates the rewardacquisition behavior, making individuals focus on ideal, growth, and potential benefits as well as tend to adopt aggressive strategies to pursue positive goals. Prevention focus originates from individual's "avoidance of harm," strong obligation, and safety need; it positively regulates punishment avoidance behavior, encouraging individuals to focus on safety, obligation, and potential losses as well as to adopt avoidance strategies to prevent negative outcomes [11] . The regulatory focus is further divided into trait and situational regulatory focus.…”

“…The former is not easily influenced, while the latter is a state variable easily stimulated by external factors [18] . Abusive supervision will induce situational regulatory focus [11] .…”