Drawing on uncertainty management theory and the nascent work on justice variability, we examine employees' direct and vicarious experiences of abusive supervision and ethical leadership. Conceptualizing the simultaneous display of abusive and ethical leadership styles as a form of justice variability, we suggest that a direct supervisor's ethical leadership exacerbates, rather than ameliorates, the detrimental effects of his/her abusive supervision on employees' emotional exhaustion and job performance. We further contend that a similar effect exists when employees vicariously experience leadership interactions involving their direct supervisor and higher level manager, whereby higher level managers' ethical leadership exacerbates the negative effects of their abusive supervision toward supervisors on those supervisors' employees' emotional exhaustion and job performance. We draw the contrast between the direct and vicarious experiences by theorizing justice uncertainty and linking-pin effectiveness uncertainty, respectively, as two distinct theoretical mechanisms that explain the two proposed destructive effects. Using a multisource and multiphase lagged field study and two vignette-based experiments, we find general support for our model. Our research advances the theories of justice variability, vicarious leadership and (in)justice, and supervisors' linking-pin role effectiveness. We also offer practical insights for managing "Jekyll and Hyde" leadership across organizational hierarchies. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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Jekyll 和 Hyde 领导力：通过司法可变性视角审视虐待和道德领导的直接和替代经历。


借鉴不确定性管理理论和关于司法可变性的新兴工作，我们研究了员工对滥用监督和道德领导的直接和替代经历。将虐待和道德领导风格的同时展示概念化为正义可变性的一种形式，我们建议直接主管的道德领导加剧而不是改善他/她的滥用监督对员工情绪耗竭和工作表现的不利影响。我们进一步认为，当员工间接经历涉及其直接主管和更高级别经理的领导互动时，存在类似的影响，即更高级别经理的道德领导加剧了他们对主管的滥用监督对这些主管员工的情绪疲惫和工作绩效的负面影响。我们通过将正义不确定性和连接针有效性不确定性分别理论化作为解释两种拟议的破坏性影响的不同理论机制，来对比直接和替代体验。使用多源和多阶段滞后田野研究和两个基于小插图的实验，我们找到了对我们模型的普遍支持。我们的研究推进了正义可变性、替代领导和（in）justice 以及主管的联系针角色有效性的理论。我们还为跨组织层次结构管理“Jekyll and Hyde”领导力提供了实用见解。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。