Existing research has convincingly demonstrated the deleterious impact of abusive supervision within the boundaries of the organization. However, we ask, can the harmful consequences of abusive supervision extend beyond organizational boundaries, and in particular, impact social good creation? To answer this crucial question, the present study investigates whether, how, and when abusive supervision affects employees' socially responsible behaviour (SRB). We build on ego depletion theory, and its theoretical extension, the integrative self-control theory, to develop and test a multi-level model that advances our understanding of the psychological mechanisms through, and boundary conditions under which abusive supervision affects employee SRB. Findings from a weekly diary study across 12 weeks support: (1) the role of ego depletion as a core psychological process that underlies the negative impact of weekly abusive supervision on employees' SRB and (2) the role of both trait abusive supervision and weekly impulse control demands as critical boundary conditions that determine whether weekly abusive supervision impacts SRB. These findings have important implications for the abusive supervision and social responsibility literatures, advancing our understanding of what organizations can do to alleviate the detrimental consequences of abusive supervision for social good creation.

中文翻译：

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即使我的主管很糟糕，我也能做好事：滥用监督和员工的社会责任行为

现有的研究已经令人信服地证明了组织范围内滥用监督的有害影响。然而，我们要问的是，滥用监督的有害后果是否会超出组织界限，特别是影响社会公益的创造？为了回答这个关键问题，本研究调查了滥用监督是否、如何以及何时影响员工的社会责任行为（SRB）。我们以自我损耗理论及其理论延伸——综合自我控制理论为基础，开发并测试了一个多层次模型，该模型可以增进我们对虐待监督影响员工 SRB 的心理机制和边界条件的理解。为期 12 周的每周日记研究结果支持：(1) 自我损耗作为核心心理过程的作用，是每周虐待监督对员工 SRB 的负面影响的基础；(2) 特质虐待监督和每周虐待监督的作用冲动控制要求作为决定每周滥用监督是否影响 SRB 的关键边界条件。这些发现对滥用监督和社会责任文献具有重要意义，增进了我们对组织可以采取哪些措施来减轻滥用监督对社会公益创造的有害后果的理解。