近年来，越来越多的企业意识到，辱虐管理作为一种破坏性的领导行为正严 重影响着下属的心理健康，而下属作为被辱虐的对象，其本身对辱虐管理的感知 对个体的应对来说有着重要的意义。因此本研究分别从安全依恋、回避依恋、焦 虑依恋三个维度出发，结合依恋的内部工作机制和对自我与他人的内部表征，探 究了下属-领导依恋关系与辱虐感知的关系。根据依恋理论中内部心理机制中关 于自我模型和他人模型两个心理表征，提出核心自我评价和下属感知的领导成员 交换两个中介，进而检验了他们下属-领导依恋关系与辱虐感知的关系中的不同 中介作用。

本研究分两个时间点收集数据，被试在第一次报告了个体的人口学信息、下 属-领导依恋关系以及被试领导的人口学信息，第二次报告个体的核心自我评价、 下属感知的领导成员交换和辱虐感知的信息。最终，本研究共采集了 183 名被试 的有效数据，回收率 95.3%，被试主要来自于部队、政府机关和国企事业单位。

本研究的主要结论如下：第一，安全依恋和辱虐感知负相关，焦虑依恋和辱 虐感知正相关，回避依恋则无相关关系。第二，核心自我评价在下属-领导安全依 恋关系与辱虐感知的正向关系中起中介作用；在回避依恋、焦虑依恋与辱虐感知 的负向关系中起中介作用。第三，领导成员交换只在下属-领导安全依恋对辱虐 感知的负向影响中起中介作用。第四，核心自我评价和领导成员交换在下属-领 导依恋关系对辱虐感知的影响中的链式中介作用。

在理论上，本研究拓展了依恋在工作场所的应用的理论范畴，考察了个体辱 虐感知的内部心理机制，在前人研究的基础上为辱虐感知在个体层面的前因变量 提供了新的解释，弥补了以往研究的不足。

Recently, abusive supervision has gained much attention from both academic and practical field since its prevalence and severity. Based on the internal working mechanism of attachment and the internal representation of self and others, this study explores the relationship between the leader-follower attachment relationship and the subordinate’s perception of abusive supervision from three dimensions: secure attachment relationship, avoidance attachment relationship and anxiety attachment relationship. And we test the different mediating roles of core self-evaluation and leader-member exchange.

This study adopts a time-lag method, and collects data in two times. At the first time, the subjects report the demographic information of their leaders and themselves, as well as leader-follower attachment relationship. At the second time, the subjects report the information of the individual's core self-evaluation, leader-member exchange that the subordinates’ perception of abusive supervision. Finally, we collect 183 valid data.

The main conclusions of this study are as follows: first, secure attachment relationship and perception of abusive supervision are negatively related, anxiety attachment relationship and perception of abusive supervision are positively related, while there shows no direct relations between avoidance attachment relationship and perception of abusive supervision. Second, core self-evaluation plays mediating roles between three kinds of the leader-follower attachment relationships and perception of abusive supervision. Thirdly, leader-member exchange only mediates the negative effect of leader-follower secure attachment relationship on perception of abusive supervision. Fourth, core self-evaluation and leader-member exchange play a chain mediating role in the influence of leader-follower attachment relationship on perception of abusive supervision.

Theoretically, this study expands our understandings about how leaser-member attachment relationship plays roles in the workplace, investigates the internal psychological mechanism of individual’s perception of abusive supervision, and provides a new explanation for the antecedent variables of perception of abusive supervision at individual level on the basis of previous studies.