관계적 속성이 비인격적 감독에 미치는 영향: 비윤리적 친조직 행동에 대한 함의

As a form of workplace harassment, abusive supervision has been shown to undermine organizational performance. However, efforts to interpret and empirically examine the antecedents of abusive supervision from the perspective of supervisors’ relational contexts have been limited. Drawing on social information processing theory, this study investigates how relational factors involving four key referents—superiors, coworkers, subordinates, and family members—influence abusive supervision. Specifically, we conceptualize the incivility of higher-level superiors, the abusive supervision of coworkers, task and relationship conflict with subordinates, and work- family conflict as relational antecedents of abusive supervision and analyze how these antecedents are linked to the unethical pro-organizational behavior of subordinates through the mediating role of abusive supervision. Employing a two-wave longitudinal research design, data were collected for 216 matched supervisor-subordinate dyads from multiple firms in South Korea. The results revealed that, of the four relational antecedents, the incivility of superiors, the abusive supervision of coworkers, and work-family conflict significantly predicted the abusive supervision of supervisors, whereas task and relationship conflict with subordinates did not. Moreover, abusive supervision was found to mediate the effects of these three antecedents on the unethical pro-organizational behavior of subordinates. These findings highlight the importance of systematically understanding and managing the relational contexts of supervisors as a means to prevent and mitigate abusive supervision and to foster a healthier leadership culture within organizations.