While extant passion research has predominantly highlighted the benefits of work passion, such passion may also have a dark side and provoke negative behaviors that harm others. This work examines abusive supervision as an outcome of leaders' obsessive work passion, and explores leaders' importance of performance to self-esteem (IPSE) as an antecedent of such passion. We test our predictions across two studies. In an initial test of whether leaders' obsessive passion (OP) is predicted by their IPSE and predicts abusive supervision, Study 1 employs a time-lagged sample of leader-subordinate dyads and examines abusive supervision as reported by subordinates. Study 2 expands on the model by incorporating two components of burnout, exhaustion, and disengagement, as explanatory mechanisms linking leader OP to abusive supervision as reported by supervisors. Overall, we find that high-IPSE leaders are more likely than their low-IPSE counterparts to develop obsessive work passion, which then contributes to their exhaustion and disengagement, ultimately resulting in higher abusive supervision. Implications for work passion research are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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充满激情的领导者行为不端：为什么领导者会变得过分热情并进行滥用监督？


虽然现有的激情研究主要强调了工作激情的好处，但这种激情也可能有阴暗面，并引发伤害他人的负面行为。这项工作考察了作为领导者强迫性工作激情的结果的滥用监督，并探讨了领导者绩效对自尊 （IPSE） 的重要性，作为这种激情的前因。我们在两项研究中检验了我们的预测。在对领导者的强迫性激情 （OP） 是否由他们的 IPSE 预测并预测滥用监督的初步测试中，研究 1 采用了领导者-下属二元组的时间滞后样本，并检查了下属报告的滥用监督。研究 2 通过结合倦怠、疲惫和脱离两个组成部分来扩展该模型，作为将领导者 OP 与主管报告的滥用监督联系起来的解释机制。总体而言，我们发现 IPSE 高的领导者比低 IPSE 的领导者更有可能培养出强迫性的工作激情，从而导致他们的疲惫和脱离，最终导致更高的滥用监督。讨论了对工作激情研究的意义。（PsycInfo 数据库记录 （c） 2023 APA，保留所有权利）。