«Враждебное» поведение руководителя: проявления, предпосылки и последствия

Евгения Сергеевна Балабанова; Мария Эдуардовна Боровик; Вероника Эдуардовна Деминская

doi:10.21638/spbu18.2018.301

Авторы

Евгения Сергеевна Балабанова Национальный исследовательский университет «Высшая школа экономики», Москва, Россия https://orcid.org/0000-0003-2007-1773
Мария Эдуардовна Боровик «Нестле», Россия
Вероника Эдуардовна Деминская Национальный исследовательский университет «Высшая школа экономики», Москва, Россия

DOI:

https://doi.org/10.21638/spbu18.2018.301

Аннотация

В статье представлены результаты исследования «враждебного» поведения руководителя (abusive supervision, ВПР) как регулярных практик унижения, подавления подчиненных, проявлений оскорбительного и грубого отношения к ним. Анализируются наиболее частые формы проявления ВПР, индивидуально-личностные и организационно-управленческие предпосылки данного феномена, а также последствия проявлений «враждебности» руководителей. Эмпирический анализ был проведен на основе стандартизованного онлайн-опроса 198 работников частных и государственных организаций. Результаты показывают, что наиболее часто респонденты сталкиваются с принуждением к исполнению рутинной и неквалифицированной работы; игнорированием своего мнения и инициатив; критикой в оскорбительной форме в присутствии коллег; обманом со стороны руководителей. Чаще всего респонденты связывают подобное поведение руководителей с демонстрацией личной власти и дефицитом коммуникативных навыков. Питательной средой для ВПР является прежде всего состояние экономической зависимости подчиненного от руководителя — система материальных вознаграждений, при которой размер выплат слабо связан с объективными показателями результативности работника или организации, но зависит от личных отношений подчиненного и руководителя. ВПР резко снижает показатели удовлетворенности работой, способствует профессиональному выгоранию и снижению вовлеченности в работу, подталкивает сотрудников к уходу из организаций.

Ключевые слова:

«враждебное» поведение руководителя, темная сторона лидерства, деструктивное лидерство, властные отношения в организации, экономическая зависимость

Скачивания

Данные скачивания пока недоступны.

Библиографические ссылки

ЛИТЕРАТУРА НА РУССКОМ ЯЗЫКЕ

Адизес И. 2007. Управление жизненным циклом корпорации. Пер. с англ. СПб.: Питер.

Алексеев Н. С. 2006. Мотивация страхом, или практическое приложение «Теории Х» для отечественного среднего класса. Управление развитием персонала (3): 210–219.

Балабанова Е. С. 2002. О комплексном характере социологических исследований. Социологические исследования (10): 11–16.

Балабанова Е. С. 2006. Экономические основания социальной власти: теоретическая модель социально-экономической зависимости. Социологические исследования (1): 54–64.

Балабанова Е. С. 2009. Властные отношения в системе управления человеческими ресурсами в организации. В сб.: Ясин Е. Г. (ред.). Модернизация экономики и глобализация. Кн. 2; 98–105. М.: Издательский дом ГУ–ВШЭ.

Балабанова Е. С., Эфендиев А. Г. 2015. «Голос» работника в российских бизнес-организациях: концептуализация и результаты эмпирического анализа. Мир России 24 (3): 61–87.

Бок Л. 2015. Работа рулит! Почему большинство людей в мире хотят работать именно в Google. Пер. с англ. М.: Манн, Иванов и Фербер.

Виханский О. С., Миракян А. Г. 2018. Новое тысячелетие: управленческие аномалии и современные концепции лидерства. Российский журнал менеджмента 16 (1): 131–154.

Замулин А. Л. 2012. Лидерство в эпоху знаний. Вестник С.-Петербургского ун-та. Серия Менеджмент (3): 48–77.

Куделина О. В. 2016. Модель компетенций руководителя организации здравоохранения: международный опыт внедрения компетенций распределенного лидерства. Российский журнал менеджмента 14 (4): 81–104.

Лалу Ф. 2016. Открывая организации будущего. Пер. с англ. М.: Манн, Иванов и Фербер.

Латуха М. О., Селивановских Л. В. 2016. Межстрановые особенности управления талантливыми сотрудниками в ИТ-компаниях из стран с развивающимися рынками. Вестник С.-Петербургского ун-та. Серия Менеджмент (3): 54–81.

Савинская О. Б., Истомина А. Г., Ларкина Т. Ю., Круглова К. Д. 2016. Концептуальные представления о стратегиях «смешивания методов» (mixed methods research): этапы развития и современные дискуссии. Социологические исследования (8): 21–29.

Слободин М. 2015. Садист, или плохой начальник, который любит не любить людей. Ведомости (29 июня). [Электронный ресурс]. https://www.vedomosti.ru/management/blogs/2015/06/30/598535-sadist-ili-plohoi-nachalnik-kotorii-lyubit-ne-lyubit-lyudei (дата обращения: 30.05.18).

REFERENCES IN LATIN ALPHABET

Aryee S., Chen Z. X., Sun L.-Y., Debrah Y. A. 2007. Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology 92 (1): 191–201.

Aryee S., Sun L.-Y., Chen Z. X. G., Debrah Y. A. 2008. Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure. Management and Organization Review 4 (3): 393–411.

Ashforth B. E. 1997. Petty tyranny in organizations: A preliminary examination of antecedents and consequences. Canadian Journal of Administrative Sciences 14 (2): 126–140.

Avolio B. J., Zhu W., Koh W., Bhatia P. 2004. Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior 25 (8): 951–968.

Balabanova E., Rebrov A., Koveshnikov A. 2018. Managerial styles in privately owned domestic organizations in Russia: Heterogeneity, antecedents, and organizational implications. Management and Organization Review 14 (1): 37–72.

Bandura A. 1977. Social Learning Theory. Prentice Hall: Englewood Cliffs, NJ.

Banks G. C., McCauley K. D., Gardner W. L., Guler C. E. 2016. A meta-analytic review of authentic and transformational leadership: A test for redundancy. Leadership Quarterly 27 (4): 634–652.

Baron R. A., Neuman J. H., Geddes D. 1999. Social and personal determinants of workplace aggression: Evidence for the impact of perceived injustice and the type a behavior pattern. Aggressive Behavior 25 (4): 281–296.

Bass B. M. 1990. From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics 18 (3): 19–31.

Bassman E., London M. 1993. Abusive managerial behavior. Leadership & Organization Development Journal 14 (2): 18–24.

Bhatti N., Maitlo G. M., Shaikh N., Hashmi M. A., Shaikh F. M. 2012. The impact of autocratic and democratic leadership style on job satisfaction. International Business Research 5 (2): 192–201.

Blau P. M. 1964. Exchange and Power in Social Life. Wiley: N. Y.

Bligh M. C., Kohles J. C., Pearce C. L., Justin J. E, Stovall J. F. 2007. When the romance is over: Follower perspectives of aversive leadership. Applied Psychology 56 (4): 528–557.

Butts M. M., Becker W. J., Boswell W. R. 2015. Hot buttons and time sinks: The effects of electronic communication during nonwork time on emotions and work-nonwork conflict. Academy of Management Journal 58 (3): 763–788.

Chen C. C., Choi J., Chi S.-C. 2002. Making justice sense of local-expatriate compensation disparity: Mitigation by local referents, ideological explanations, and interpersonal sensitivity in China-foreign joint ventures. Academy of Management Journal 45 (4): 807–817.

De Hoogh A. H. B., Den Hartog D. N. 2009. Neuroticism and locus of control as moderators of the relationships of charismatic and autocratic leadership with burnout. Journal of Applied Psychology 94 (4): 1058–1067.

Detert J. R., Treviño L. K., Burris E. R., Andiappan M. 2007. Managerial modes of influence and counter productivity in organizations: A longitudinal business-unit-level investigation. Journal of Applied Psychology 92 (4): 993–1005.

Dixon S. E. A., Day M. 2007. Leadership, administrative heritage and absorptive capacity. Leadership & Organization Development Journal 28 (8): 727–748.

Duffy M. K., Ganster D. C., Pagon M. 2002. Social undermining in the workplace. Academy of Management Journal 45 (2): 331–351.

Emerson R. M. 1962. Power-dependence relations. American Sociological Review 27 (1): 31–41.

Farrell D. 1983. Exit, voice, loyalty, and neglect as responses to job dissatisfaction: A multidimensional scaling study. Academy of Management Journal 26 (4): 596–607.

Fey C. F., Denison D. R. 2003. Organizational culture and effectiveness: Can American theory be applied in Russia? Organization Science 14 (6): 686–706.

Fiedler F. E. 1967. A Theory of Leadership Effectiveness. McGraw-Hill: N. Y.

Graen G. B., Uhl-Bien M. 1995. Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly 6 (2): 219–247.

Harvey P., Stoner J., Hochwarter W., Kacmar C. 2007. Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. Leadership Quarterly 18 (3): 264–280.

Hersey P., Blanchard K. H. 1969. Management of Organization Behavior: Utilizing Human Resources. Prentice-Hall: Englewood Cliffs, NJ.

Hodson R., Roscigno V. J., Lopez S. H. 2006. Chaos and the abuse of power: Workplace bullying in organizational and interactional context. Work and Occupations 33 (4): 382–416.

Hoel H., Glasø L., Hetland J., Cooper C. L., Einarsen S. 2010. Leadership styles as predictors of self-reported and observed workplace bullying. British Journal of Management 21 (2): 453–468.

Hofstede G. 1980. Culture’s Consequences: International Differences in Work Related Values. Sage: Newbury Park, CA.

Homans G. 1958. Social behaviour as exchange. American Journal of Sociology 63 (6): 597–606.

Hoobler J. M., Brass D. J. 2006. Abusive supervision and family undermining as displaced aggression. Journal of Applied Psychology 91 (5): 1125–1133.

House R. J. 1971. A path-goal theory of leader effectiveness. Administrative Science Quarterly 16 (3): 321–339.

Huang X., Iun J., Liu A., Gong Y. 2010. Does participative leadership enhance work performance by inducing empowerment or trust? The differential effects on managerial and non-managerial subordinates. Journal of Organizational Behavior 31 (1): 122–143.

Inness M., Barling J., Turner N. 2005. Understanding supervisor-targeted aggression: A within-person, between-jobs design. Journal of Applied Psychology 90 (4): 731–739.

Janssen O., Van Yperen N. W. 2004. Employees’ goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal 47 (3): 368–384.

Kelloway E. K., Barling J. 2010. Leadership development as an intervention in occupational health psychology. Work & Stress 24 (3): 260–279.

Kiewitz C., Restubog S. L. D., Zagenczyk T. J., Scott K. D., Garcia P. R. J. M., Tang R. L. 2012. Sins of the parents: Self-control as a buffer between supervisors’ previous experience of family undermining and subordinates’ perceptions of abusive supervision. Leadership Quarterly 23 (5): 869–882.

Krasikova D. V., Green S. G., LeBreton J. M. 2013. Destructive leadership: A theoretical review, integration, and future research agenda. Journal of Management 39 (5): 1308–1338.

Lian H., Ferris D. L., Brown D. J. 2012a. Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of Applied Psychology 97 (1): 107–123.

Lian H., Ferris D. L., Brown D. J. 2012b. Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance. Organizational Behavior and Human Decision Processes 117 (1): 41–52.

Liu D., Liao H., Loi R. 2012. The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity. Academy of Management Journal 55 (5): 1187–1212.

Mawritz M. B., Dust S. B., Resick C. J. 2014. Hostile climate, abusive supervision, and employee coping: Does conscientiousness matter? Journal of Applied Psychology 99 (4): 737–747.

Mawritz M. B., Mayer D. M., Hoobler J. M., Wayne S. J., Marinova S. V. 2012. A trickle-down model of abusive supervision. Personnel Psychology 65 (2): 325–357.

McCarthy D. J., Puffer S. M. 2013. Business and management in Russia: A review of the post-Soviet literature and future research directions. European Journal of International Management 7 (1): 74–111.

Mitchell M. S., Ambrose M. L. 2007. Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology 92 (4): 1159–1168.

Pillai R., Scandura T. A., Williams E. A. 1999. Leadership and organizational justice: Similarities and differences across cultures. Journal of International Business Studies 30 (4): 763–779.

Rich B. L., Lepine J. A., Crawford E. R. 2010. Job engagement: Antecedents and effects on job performance. Academy of Management Journal 53 (3): 617–635.

Rus V. 1980. Positive and negative power: Thoughts on the dialectics of power. Organization Studies 1 (1): 3–19.

Salin D. 2003. Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations 56 (10): 1213–1232.

Schyns B., Schilling J. 2013. How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. Leadership Quarterly 24 (1): 138–158.

Sharma P. N. 2018. Moving beyond the employee: The role of the organizational context in leader workplace aggression. Leadership Quarterly 29 (1): 203–217.

Shoss M. K., Eisenberger R., Restubog S. L. D., Zagenczyk T. J. 2013. Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor’s organizational embodiment. Journal of Applied Psychology 98 (1): 158–168.

Simon B., Oakes P. 2006. Beyond dependence: An identity approach to social power and domination. Human Relations 59 (1): 105–139.

Starratt A., Grandy G. 2010. Young workers’ experiences of abusive leadership. Leadership & Organization Development Journal 31 (2): 136–158.

Syrek C. J., Apostel E., Antoni C. H. 2013. Stress in highly demanding IT jobs: Transformational leadership moderates the impact of time pressure on exhaustion and work-life balance. Journal of Occupational Health Psychology 18 (3): 252–261.

Tepper B. J. 2000. Consequences of abusive supervision. Academy of Management Journal 43 (2): 178–190.

Tepper B. J. 2007. Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management 33 (3): 261–289.

Tepper B. J., Carr J. C., Breaux D. M., Geider S., Hu C., Hua W. 2009. Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis. Organizational Behavior and Human Decision Processes 109 (2): 156–167.

Tepper B. J., Duffy M. K., Henle C. A., Lambert L. S. 2006. Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology 59 (1): 101–123.

Tepper B. J., Duffy M. K., Hoobler J., Ensley M. D. 2004. Moderators of the relationships between coworkers’ organizational citizenship behavior and fellow employees’ attitudes. Journal of Applied Psychology 89 (3): 455–465.

Tepper B. J., Duffy M. K., Shaw J. D. 2001. Personality moderators of the relationship between abusive supervision and subordinates’ resistance. Journal of Applied Psychology 86 (5): 974–983.

Tepper B. J., Moss S. E., Duffy M. K. 2011. Predictors of abusive supervision: Supervisor perceptions of deep-level dissimilarity, relationship conflict, and subordinate performance. Academy of Management Journal 54 (2): 279–294.

Volmer J., Spurk D., Niessen C. 2012. Leader-member exchange (LMX), job autonomy, and creative work involvement. Leadership Quarterly 23 (3): 456–465.

Weber M. 1978. Economy and Society. An Outline of Interpretive Sociology. University of California Press: Berkeley, CA.

Whitman M. V., Halbesleben J. R. B., Holmes O. 2014. Abusive supervision and feedback avoidance: The mediating role of emotional exhaustion. Journal of Organizational Behavior 35 (1): 38–53.

Wisse B., Sleebos E. 2016. When the dark ones gain power: Perceived position power strengthens the effect of supervisor Machiavellianism on abusive supervision in work teams. Personality and Individual Differences 99: 122–126.

Wu L.-Z., Kwan H. K., Liu J., Resick C. J. 2012. Work-to-family spillover effects of abusive supervision. Journal of Managerial Psychology 27 (7): 714–731.

Wu T.-Y., Hu C. 2009. Abusive supervision and employee emotional exhaustion: Dispositional antecedents and boundaries. Group & Organization Management 34 (2): 143–169.

Xu E., Huang X., Lam C. K., Miao Q. 2012. Abusive supervision and work behaviors: The mediating role of LMX. Journal of Organizational Behavior 33 (4): 531–543.

Yoshida D. T., Sendjaya S., Hirst G., Cooper B. 2014. Does servant leadership foster creativity and innovation? A multi-level mediation study of identification and prototypicality. Journal of Business Research 67 (7): 1395–1404.

Zacher H., Rosing K. 2015. Ambidextrous leadership and team innovation. Leadership & Organization Development Journal 36 (1): 54–68.

Zhang Y., Bednall T. C. 2016. Antecedents of abusive supervision: A meta-analytic review. Journal of Business Ethics 139 (3): 455–471.

Translation of references in Russian into English

Adizes I. 2007. Managing Corporate Lifecycles. Russian translation. St. Petersburg: Piter. (In Russian)

Alekseev N. S. 2006. Motivation by fear, or practical implication of “X theory” for Russian middle class. Human Resources Development Management [Upravlenie Razvitiem Personala] (3): 210–219. (In Russian)

Balabanova E. S. 2002. On complex character of sociological studies. Sociological Studies [Sotsiologicheskie Issledovaniya] (10): 11–16. (In Russian)

Balabanova E. S. 2006. Economic bases of social power: Theoretical model of social and economic dependencies. Sociological Studies [Sotsiologicheskie Issledovaniya] (1): 54–64. (In Russian)

Balabanova E. S. 2009. Power relationships in the system of Human Resources Management in organization. In: Yasin E. G. (ed.). Modernization of Economy and Globalization. Vol. 2; 98–105. Moscow: HSE Publishing house. Book 2; 98–105. (In Russian)

Balabanova E. S., Efendiev A. G. 2015. The voice of employees in Russian business organizations: Conceptualization and empirical analysis. Universe of Russia [Mir Rossii] 24 (3): 61–87. (In Russian)

Bok L. 2015. Work Rules! Insights from Inside Google That Will Transform How You Live and Lead. Russian translation. Moscow: Mann, Ivanov, and Ferber. (In Russian)

Vikhanskiy O. S., Mirakyan A. G. 2018. New millennium: Managerial anomalies and contemporary leadership concepts. Russian Management Journal [Rossiiskii Zhurnal Menedzmenta] 16 (1): 131–154. (In Russian)

Zamulin A. L. 2012. Leadership in the knowledge age. Vestnik of St. Petersburg University. Management [Vestnik Sankt-Peterburgskogo Universiteta. Seriya Menedzhment] (3): 48–77. (In Russian)

Kudelina O. V. 2016. Competencies model of a leader in a healthcare organization: International experience of distributed leadership implementation. Russian Management Journal [Rossiiskii Zhurnal Menedzmenta] 14 (4): 81–104. (In Russian)

Laloux F. 2016. Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness. Russian translation. Moscow: Mann, Ivanov, and Ferber. (In Russian)

Latuha M. O., Selivanovskih L. V. 2016. Inter-country peculiarities of talent management in IT firms from emerging markets. Vestnik of St. Petersburg University. Management [Vestnik Sankt-Peterburgskogo Universiteta. Seriya Menedzhment] (3): 54–81. (In Russian)

Savinskaya O. B., Istomina A. G., Larkina T. Yu., Kruglova K. D. 2016. Conceptual ideas of mixed methods research: Stages of development and current debates. Sociological Studies [Sotsiologicheskie Issledovaniya] (8): 21–29. (In Russian)

Slobodin M. 2015. Sadist, a bad supervisor who loves to hate people. Vedomosti (June, 29). [Electronic resource]. https://www.vedomosti.ru/management/blogs/2015/06/30/598535-sadist-ili-plohoi-nachalnik-kotorii-lyubit-ne-lyubit-lyudei (accessed: 30.05.18). (In Russian)