辱虐管理激发员工的逢迎行为：自尊的中介作用和调节焦点的调节作用

文章基于资源保存理论，以283名MBA学员为样本，探讨辱虐管理通过自尊激发员工逢迎行为以及调节焦点在此过程所起的调节作用。结果表明：自尊部分中介了辱虐管理对逢迎行为的影响；促进焦点正向调节辱虐管理与自尊之间的关系，高促进焦点增强自尊对辱虐管理与逢迎行为关系的中介作用；防御焦点负向调节辱虐管理与自尊之间的关系，高防御焦点削弱自尊对辱虐管理与逢迎行为关系的中介作用。

Abusive Supervision Motivates Employees’ Ingratiation Behavior: The Mediation of Self esteem and the Moderation of the Regulatory Focus

Based on the theory of resource conservation, this study examines the relationship between abusive supervision and employees’ ingratiation behavior through self-esteem activation as well as the moderation of employees’ focus regulation based on a sample of 283 employees. The results show that the self-esteem is a partial mediator between abusive supervision and ingratiation. The promotion focus positively moderates the relationship between abusive management and self-esteem, and higher promotion focus enhances the mediating effect of self-esteem on the relationship between abusive supervision and ingratiation. The prevention focus negatively moderates the relationship between abusive supervision and ingratiation. Higher prevention focus weakens the mediating effect of self-esteem on the relationship between abusive supervision and ingratiation.