Abstract: Abusive supervision refers to subordinates’ perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact. This phenomenon is common in the workplace and exerts a negative impact on employees’ minds and behaviors. To date, most studies have examined the effects of abusive supervision from the perspective of the victim, but few have explored the consequences from the perspective of the bystander. In light of this, we investigated the internal mechanism and boundary conditions of peer abusive supervision affecting bystander behavior which was based on affective events theory. In order to test our hypotheses, three experiments (including one preliminary experiment and two formal experiments) were conducted. The pre-experiment was a 2 (abuse: yes vs. no) ×2 (relationship: strong vs. weak) between-subjects design to testify successful manipulation. In Experiment 1, the same design was used to explore the mediating effects of moral outrage and schadenfreude. The same experimental procedure was also used in Experiment 2 to verify the stability of the mediating mechanism, and to examine the boundary effects of peer abusive supervision on bystander behavior, as well as whether peer abusive supervision and peer relationships have an interaction effect on bystander behavior. All our hypotheses were supported. Our results indicated that: (1) Peer abusive supervision has indirect positive effects on defender behavior and negative effects on outsider behavior through the mediating effects of moral outrage; (2) Peer abusive supervision has indirect negative effects on defender behavior and positive effects on outsider behavior through the mediating effects of schadenfreude; (3) Peer relationships moderates the positive predictive effect of peer abusive supervision on moral outrage and the negative predictive effect on schadenfreude, i.e., the better the peer relationship is, the stronger the positive effect of peer abusive supervision on moral outrage and the weaker the positive effect on schadenfreude. (4) Peer relationship positively moderates the mediating effect of moral anger, i.e., the better the peer relationship is, the stronger the mediating effect of moral anger, while the peer relationship negatively moderates the mediating effect of schadenfreude, i.e., the better the peer relationship is, the weaker the mediating effect of schadenfreude. Our findings have several important theoretical and practical implications. In terms of theoretical implications, firstly, it introduces a new perspective, i.e., the bystander perspective to explore the mechanism of abusive supervision, which enriches the perspective of abusive supervision research. Secondly, two dimensions of bystander behavior, namely, defender behavior and outsider behavior, are taken as outcome variables of witnessing abusive supervision to expand the research scope of bystander behavior. Thirdly, it shows that organizational situational factors, such as peer relationships, have a certain influence on abusive supervision, revealing a relatively new boundary effect. There are also three main practical implications. Firstly, companies should provide managers with relevant training to reduce the occurrence of abusive supervision. Secondly, companies should establish an ethical workplace environment that motivates employees to take action to maintain justice in the face of abuse. Finally, companies should conduct regular group activities to create a friendly and cooperative organizational atmosphere.

Key words: peer abusive supervision, moral outrage, schadenfreude, bystander behavior, peer relationships

摘要： 基于情感事件理论，本文通过3个实验考察了同伴辱虐管理对旁观者行为的内在机制和边界条件。结果发现：同伴辱虐管理可能通过道德愤怒正向影响维护者行为，负向影响局外人行为；也可能通过幸灾乐祸负向影响维护者行为，正向影响局外人行为。同伴关系正向调节同伴辱虐管理与道德愤怒的关系，负向调节同伴辱虐管理与幸灾乐祸的关系；并分别调节了道德愤怒、幸灾乐祸的中介作用。本文对扩展旁观者视角的辱虐管理研究及减少其对员工的负面作用有一定的理论意义和实践价值。

关键词: 同伴辱虐管理, 道德愤怒, 幸灾乐祸, 旁观者行为, 同伴关系