Drawing upon Stress-as-Offense-to-Self theory, we develop a moderated mediation model whereby subordinate poor performance and leader well-being is linked by abusive supervision and this mediated relationship is further moderated by leaders' motives for abuse. Specifically, we posit that higher performance promotion motives will attenuate, whereas higher injury motives will exacerbate the relationship between abusive supervision and leader emotional exhaustion, due to their differential implications for leaders' ability to see themselves in a positive light. In a pilot study, we first examined and found support for the theorized mediation chain in a multiwave field study of organizational leaders (N = 71). In Study 1, we conducted a multiwave and multisource field study of leader-follower dyads (N = 274), which supported our predictions that the indirect effect between subordinate poor performance and leader emotional exhaustion via abusive supervision was strengthened for leaders higher on injury motives. In Study 2, we undertook a 2-week daily diary study with leaders (N = 129) to hone in on the latter half of our model, focusing on within-person dynamics linking abusive supervision and leader well-being and the moderating role of leader motives for abuse. Although the within-person relationship between abusive supervision and emotional exhaustion was positive within a given day across leaders, the lagged within-person relationship between abusive supervision and emotional exhaustion unfolded differently for leaders higher versus lower on injury motives. Namely, abusive supervision had a lingering detrimental effect on leader emotional exhaustion among leaders higher on injury motives. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

---

下属表现不佳作为领导者幸福感的压力源：虐待监督的中介作用和虐待动机的调节作用。

借鉴压力即攻击自我理论，我们开发了一个有调节的中介模型，即下属的不良表现和领导者的幸福感与虐待监督相关联，这种中介关系进一步受到领导者虐待动机的调节。具体而言，我们假设更高的绩效提升动机会减弱，而更高的伤害动机会加剧虐待监督和领导者情绪衰竭之间的关系，因为它们对领导者以积极的眼光看待自己的能力有不同的影响。在一项试点研究中，我们首先在对组织领导者的多波实地研究（N = 71）中检查并发现了对理论化中介链的支持。在研究 1 中，我们对领导者-跟随者二元组（N = 274）进行了多波和多源实地研究，这支持了我们的预测，即在伤害动机较高的领导者中，下属表现不佳和领导者通过虐待性监督导致情绪衰竭之间的间接影响得到了加强。在研究 2 中，我们与领导者 (N = 129) 进行了为期 2 周的每日日记研究，以磨练我们模型的后半部分，重点关注将虐待监督与领导者幸福感联系起来的个人内部动态，以及领导者的调节作用。领导者滥用职权的动机。尽管在特定的一天内，虐待性监督和情绪耗竭之间的人际关系在领导者中是积极的，但虐待动机和情绪耗竭之间的滞后人际关系在伤害动机较高和较低的领导者中表现不同。即，在伤害动机较高的领导者中，虐待性监督对领导者的情绪衰竭具有挥之不去的不利影响。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。