Abstract：Considering that employees continue to work for an organization after being subjected to abusive supervision, a common occurrence, representing the employees try to use positive coping strategies to lessen the damage done by abusive supervision. Based on the cognitive-motivational-relational theory, this study collects the data from 309 employees at multiple time points and analyzes it using a structural equation model to determine the effect of abusive supervision on retention as well as the emotional and cognitive mechanisms and moderators. The results show that abusive supervision behavior negatively affects their retention behavior; subordinates’ forgiveness positively affects their retention behavior; anger and forgiveness sequentially mediate the negative relationship between abusive supervision behavior and retention behavior; the follower’s power dependence on the leader strengthens their anger response to abusive supervision behavior; and negative workplace gossip about supervisors would hinder the change from anger to forgiveness.
杨春江，陈亚硕. 认知-动机-关系理论视角下辱虐管理对员工留职的作用机制研究[J]. 管理学报, 2022, 19(5): 676-.
YANG Chunjiang，CHEN Yashuo. Stay Here or Walk Away？The Mechanism of Abusive Supervision on Victim’s Retention from the Perspective of Cognitive-Motivational-Relational Theory. Chinese Journal of Management, 2022, 19(5): 676-.
