상사의 비인격적 관리 행동과 부하직원의 회복탄력성 : 동료지원과 권력거리성향의 조절 효과

This study investigates the impact of abusive supervision on employee resilience, drawing on Conservation of Resources theory as the theoretical framework. It also examines whether peer support and power distance orientation moderate this relationship. Data were collected from 281 employees in South Korea, and hierarchical regression analyses were conducted to test the hypotheses. The results indicate that abusive supervision significantly undermines employee resilience, supporting the notion that such supervisory behavior depletes emotional resources and impedes psychological recovery. Peer support exhibited a significant positive main effect on resilience, though its moderating role was not supported. Similarly, power distance orientation did not emerge as a significant moderator in the full sample. However, subgroup analyses revealed important distinctions. Among employees born in the 1980s or earlier, and those supervised by managers aged 46 or older, power distance orientation buffered the negative effects of abusive supervision. This moderating effect did not appear among younger employees, suggesting generational differences in responses to hierarchical authority. These findings extend leadership research by demonstrating the harmful effect of negative leadership on resilience and by emphasizing the role of generational differences in leadership acceptance and perceptions of resource loss. Practically, they highlight the need to foster emotionally competent leaders and adopt generation-specific management strategies.