上級不當(dāng)監(jiān)管又稱上級辱虐管理、苛責(zé)式管理，是破壞型領(lǐng)導(dǎo)的一種，它是指在上下級接觸中下屬感受到來自上級的持續(xù)性敵意對待，最典型的表現(xiàn)為恐嚇、威脅及語言或非語言的“冷暴力”。

「應(yīng)用場景」

破壞性工作場所的后果是毀滅性的，對工作團(tuán)隊(duì)和個人都有傷害。例如，我和我的同事經(jīng)過多次研究，發(fā)現(xiàn)虐待性的環(huán)境會對團(tuán)隊(duì)的集體效能產(chǎn)生負(fù)面影響，表明該團(tuán)隊(duì)已經(jīng)失去充分執(zhí)行任務(wù)的信心。此外，虐待性的工作環(huán)境破壞了團(tuán)隊(duì)成員之間的重要紐帶，進(jìn)一步導(dǎo)致績效和公民行為的降低，這意味著員工不太可能互相幫助和支持。有毒的工作場所也損害了個人在工作領(lǐng)域之外的生活。員工報告說，他們感到情緒低落，體驗(yàn)到較低的幸福感，甚至增加了家庭沖突（即工作與家庭的沖突）。

As such, the outcomes of destructive workplaces are devastating, harming work teams and individuals alike. For example, in a multi-study effort, my colleagues and I discovered that abusive climates negatively impact a work group’s collective efficacy, which indicates that the team has lost its confidence to adequately perform a given task. Furthermore, abusive work environments destroy important bonds between team members, which further results in reduced performance and citizenship behaviors, meaning that employees are less likely to help and support each other. Toxic workplaces also impair the lives of individuals beyond the work realm. Employees report feeling emotionally drained, experience lower well-being, and even increased conflict at home (i.e., work-family conflict).

鑒于虐待型老板的有害后果，關(guān)鍵在于采取措施改變這種行為。我最近的研究試圖通過詢問主管和員工是否愿意解決工作中的上級不當(dāng)監(jiān)管，來提供答案。

Given the harmful consequences of abusive bosses, the question is what can be done to change this behavior.?My latest research?sought to provide answers by asking both supervisors and employees about their willingness to address abusive supervision at work.

以上文字選自：https://hbr.org/2020/06/times-up-for-toxic-workplace

Time’s Up for Toxic Workplaces

Manuela Priesemuth丨文

馬冰侖?丨編輯?