主 题：How and Why Can Organizations Stop the Negative Interactions between Subordinates and Leaders?
主讲嘉宾：怀明云博士香港科技大学
主持人：谢小云教授浙江大学管理学院
时间：2017年10月27日（周五）上午9:30
地点：浙江大学紫金港校区行政楼1102会议室
Abstract:
Drawing on attribution theory, particularly the sinister attribution error perspective, we theorize that injury attribution is an important cognitive mechanism that drives leaders to respond to subordinate deviance with abusive supervision. Organization’s valuation for leaders also may dampen the positive effect of subordinate deviance on abusive supervision, through injury attribution. We tested this theoretical model with field and experimental studies. In Study 1, we found that subordinates’ supervisor-directed deviance related significantly to abusive supervision, regardless of organization’s valuation for leaders; however, subordinate production deviance related significantly to abusive supervision only if organization’s valuation for leaders to be low. A follow-up experimental Study 2 showed that after controlling for ego depletion, a self-control failure mechanism suggested by previous research, subordinate supervisor-directed deviance indirectly led to supervisors’ abusive behavior intentions through increased injury attribution, regardless of organization’s valuation for leaders. However, subordinate production deviance indirectly led to supervisors’ abusive behavior intentions through increased injury attribution only if organization’s valuation for leaders was low.
嘉宾简介：
Mingyun Huai is currently a Ph.D. candidate in Organizational Behavior at The Hong Kong University of Science and Technology. Her research focuses on the emergence of negative interaction between leaders and subordinates and its implications for individual and team outcomes. I investigate this dark side phenomenon in three areas: 1) abusive supervision, 2) unethical behaviors, and 3) voice as a challenging proactive behavior.
