비인격적 감독이 구성원의 주도적 행동에 미치는 영향 -심리적 계약 위반의 매개효과와 조절초점의 조절된 매개효과를 중심으로

This study, based on the Conservation of Resources (COR) theory, provides an in-depth analysis of the impact of Abusive Supervision on employees' Proactive Behavior and examines whether Psychological Contract Violation serves as a mediating variable in this relationship, as well as whether Regulatory Focus (Promotion Focus and Prevention Focus) moderates this mediating effect. To this end, a survey was conducted with 405 employees from Chinese enterprises, and empirical analysis was performed using Hayes (2013)'s PROCESS Macro. The main findings are as follows: First, Abusive Supervision significantly inhibits employees' Proactive Behavior. Second, Psychological Contract Violation plays a partial mediating role in the relationship between Abusive Supervision and Proactive Behavior. Specifically, Abusive Supervision triggers Psychological Contract Violation, which, in turn, leads to a decrease in employees' Proactive Behavior. Third, Regulatory Focus significantly moderates the mediating effect of Psychological Contract Violation. Specifically, employees with a high Promotion Focus can mitigate the negative impact of Abusive Supervision, thereby reducing the decrease in Proactive Behavior, whereas Prevention Focus does not show a significant moderating effect on the mediating role of Psychological Contract Violation. This study sheds light on the impact of Abusive Supervision on employee behavior from multiple perspectives, integrating the roles of Psychological Contract Violation and Regulatory Focus, thus contributing to the theoretical understanding of these constructs. Additionally, it offers practical implications for organizational management, emphasizing the importance of improving managerial practices, protecting employees' psychological resources, and enhancing their motivation to engage in proactive behaviors. These findings provide actionable guidance for improving enterprise management practices.