내가 지칠 수 없는 이유 직무과부하 - , 에너지, 그리고 과업성과 간의 관계에서 목표성향의 조절효과 -

To date, theory and research on abusive supervision of supervisors has focused on the victim’s perspective, and the third party’s perspective has received little systematic attention. In this study, the third parties’ reactions on employee mistreatment of supervisors were examined under theoretical and empirical background. To examine those relationships, 4 hypotheses were developed and tested using survey data from 184 employees of multiple organizations. Structural equation modeling and multiple regression analysis were used and results showed that abusive supervision had significant positive effect on the third parties’ anger, and the anger emotions experienced by our samples motivated supervisor directed deviant behaviors and coworker support behaviors. The effect of abusive supervision on the third parties’ anger emotions was moderated by the attribution of supervisory responsibility, such that a strong positive relationship between abusive supervision and the third parties’ anger emotions was found when attribution of supervisory responsibility was high. Implications, limitations and directions for future research are discussed in the discussion and conclusion sections.