Coping with abusive supervision: The alleviating effect of self-efficacy and the perception of authenticity on the negative consequences of abusive supervision

不當督導的因應之道：以自我效能與信賴知覺緩解不當督導的負面效應

本研究是以資源保存理論（conservation of resources theory; COR）為基礎，探究主管不當督導與部屬工作行為（工作績效及退卻行為）之間的關聯性，並在壓力觀點與焦點因應（stress perspective and focuses）的脈絡下，分別檢視及比較個體的兩種資源（自我效能與信賴知覺）對上述關聯性的調節效果。本研究以國防組織成員為研究對象，採取直屬主管與部屬配對問卷進行資料蒐集，共蒐集有效配對問卷共238份。研究結果顯示出，主管不當督導分別對部屬工作績效具有負向影響及對退卻行為具有正向影響；其次，在調節效果方面，也發現個體的自我效能與信賴知覺都能有效緩解不當督導對部屬工作行為的不利影響，但是，自我效能的緩解效果顯著優於信賴知覺；最後，本研究亦針對理論與實務意涵及未來研究進行討論。

Drawing upon the conservation of resources theory, this study examines the linkage between abusive supervision and subordinates’ job behavior (e.g., task performance and withdrawal behavior) from a stress perspective and focuses on the moderating role of two different individual resources: self-efficacy and the perception of authenticity. Survey data were collected from 238 subordinates and their immediate supervisors in military organizations in Taiwan. The results suggest that abusive supervision was negatively related to the subordinates’ task performance and positively related to their withdrawal behavior. Moreover, the negative consequences of abusive supervision were weaker among subordinates who had higher self-efficacy or perception of authenticity; specifically, the buffering effect of self-efficacy was stronger than the perception of authenticity. Finally, the theoretical and practical implications of the findings are discussed.