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How and Why Can Organizations Stop the Negative Interactions between Subordinates and Leaders?

Date:2017-10-13    From:

Time:October 18, 2017, 9:00-10:30

Location:No. 25 teaching building, 3th floor, C classroom

Title:How and Why Can Organizations Stop the Negative Interactions between Subordinates and Leaders?

Speaker:Mingyun Huai (Mia)

讲座内容

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. Leaders’ perceptions of their own value in the organization 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 leaders’ perceptions of their own value in the organization; however, subordinate production deviance related significantly to abusive supervision only if leaders perceived their value in the organization 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 leaders’ perceptions of their own value in the organization. However, subordinate production deviance indirectly led to supervisors’ abusive behavior intentions through increased injury attribution only if leaders perceived their value in the organization as low.

主讲人简介

Mingyun Huai (Mia) is a final year Ph.D student in Management Department (OB track) of Business School, The Hong Kong University of Science & Technology. Before her Ph.D journey, Mia spent three years in Psychology Department, Peking University. Right now, Mia’s research focus on the dark side phenomenon in the workplace, including three specific research areas: abusive supervision, unethical behaviors, and negative interactions between leaders and subordinates due to employees’ challenging voice behaviors. Her research has been published in The Leadership Quarterly, Small Group Research, and Academy of Management Best Paper Proceedings. She just won the 2017 IACMR Ph.D Dissertation Award in memorial of Prof. Kowk Leung.

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