The literature on abusive supervision largely presumes that employees respond to abuse in a relatively straightforward way: When abuse is present, outcomes are unfavorable, and when abuse is absent, outcomes are favorable (or, at least less unfavorable). Yet despite the recognition that abusive supervision can vary over time, little consideration has been given to how past experiences of abuse may impact the ways employees react to it (or, its absence) in the present. This is a notable oversight, as it is widely acknowledged that past experiences create a context against which experiences in the present are compared. By applying a temporal lens to the experience of abusive supervision, we identify abusive supervision inconsistency as a phenomenon that may have different outcomes than would otherwise be predicted by the current consensus in this literature. We draw from theories on time and stress appraisal to develop a model that explains when, why, and for which employees, inconsistent abusive supervision may have negative outcomes (specifically, identifying anxiety as a proximal outcome of abusive supervision inconsistency that has downstream effects on turnover intentions). Moreover, the aforementioned theoretical perspectives dovetail in identifying employee workplace status as a moderator that may buffer employees from the stressful consequences of inconsistent abusive supervision. We test our model using two experience sampling studies with polynomial regression and response surface analyses. Our research makes important theoretical and practical contributions to the abusive supervision literature, as well as the literature on time. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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一致和低是唯一的出路：多项式回归方法对滥用监督不一致的影响。

关于虐待监督的文献在很大程度上假定员工以相对直接的方式对虐待做出反应：当存在虐待时，结果是不利的，而当虐待不存在时，结果是有利的（或者至少不太不利）。然而，尽管认识到虐待监督会随着时间的推移而变化，但很少考虑过去的虐待经历如何影响员工现在对它（或没有虐待）的反应方式。这是一个值得注意的疏忽，因为人们普遍认为，过去的经验创造了一个可以与现在的经验进行比较的背景。通过将时间镜头应用于虐待监督的体验，我们将滥用监督不一致视为一种现象，其结果可能与本文献中当前共识所预测的结果不同。我们利用时间和压力评估理论开发一个模型，解释不一致的虐待监督何时、为何以及对哪些员工可能产生负面结果（具体而言，将焦虑确定为虐待监督不一致的近端结果，对营业额产生下游影响意图）。此外，上述理论观点相吻合，将员工工作场所身份确定为一种调节剂，可以缓冲员工免受不一致的虐待监督带来的压力后果。我们使用多项式回归和响应面分析的两项经验抽样研究来测试我们的模型。我们的研究对滥用监督文献以及时间文献做出了重要的理论和实践贡献。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。