While extant passion research has predominantly highlighted the benefits of work passion, such passion may also have a dark side and provoke negative behaviors that harm others. This work examines abusive supervision as an outcome of leaders' obsessive work passion, and explores leaders' importance of performance to self-esteem (IPSE) as an antecedent of such passion. We test our predictions across two studies. In an initial test of whether leaders' obsessive passion (OP) is predicted by their IPSE and predicts abusive supervision, Study 1 employs a time-lagged sample of leader-subordinate dyads and examines abusive supervision as reported by subordinates. Study 2 expands on the model by incorporating two components of burnout, exhaustion, and disengagement, as explanatory mechanisms linking leader OP to abusive supervision as reported by supervisors. Overall, we find that high-IPSE leaders are more likely than their low-IPSE counterparts to develop obsessive work passion, which then contributes to their exhaustion and disengagement, ultimately resulting in higher abusive supervision. Implications for work passion research are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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热情的领导者表现不佳：为什么领导者会变得过分热情并进行滥用监督？

虽然现有的激情研究主要强调了工作激情的好处，但这种激情也可能有阴暗面，会引发伤害他人的消极行为。这项工作将滥用监督视为领导者痴迷工作热情的结果，并探讨领导者绩效对自尊 (IPSE) 的重要性作为这种热情的前因。我们通过两项研究来检验我们的预测。在对领导者的强迫性激情 (OP) 是否由他们的 IPSE 预测并预测滥用监督的初步测试中，研究 1 使用了一个时间滞后的领导-下属二人样本，并检查了下属报告的滥用监督。研究 2 通过结合倦怠、疲惫和脱离两个组成部分扩展了模型，作为将领导 OP 与主管报告的滥用监督联系起来的解释机制。总体而言，我们发现 IPSE 高的领导者比 IPSE 低的领导者更容易产生强迫性的工作热情，这会导致他们精疲力竭和脱离工作，最终导致更高的虐待监督。讨论了对工作热情研究的影响。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。