中文摘要：

理清偏差行为的成因和动机机制是偏差行为研究的焦点，但基于本土企业的实证研究相对较少。从员工工作场所情绪感受的视角，应用情感事件理论，探讨消极情绪在辱虐管理与组织偏差行为和主管偏差行为问的中介效应，并比较辱虐管理对两类偏差行为影响的差异性。通过对19家企业、180名管理者和360名下属的配对研究，采用阶层回归进行分析。研究结果表明，辱虐管理显著正向影响两类偏差行为，但员工展现两类偏差行为的倾向并不等同，即员工展现组织偏差行为的倾向强于主管偏差行为的倾向；消极情绪是偏差行为的诱发动机，显著正向影响员工的组织偏差行为和主管偏差行为，并部分中介辱虐管理与两类偏差行为间的关系。

英文摘要：

Elaborating antecedents and the motive mechanism of employee＇s workplace deviance behavior has been the research topic, but there is scarce empirical research especially in indigenous context. According to affective event theory, our study examines the mediating role of passive emotion between abusive supervision and organization-directed and supervisor-directed deviance behavior and compares the different effects of abusive supervision on supervisor-directed deviance behavior （DBS） and organization-directed deviance behavior （DBO）. The sample consists of 180 supervisors and 360 subordinates in 19 enterprises. Hierarchical regression method is used for testing hypothesis and results show that （1）abusive supervision is positively related to DBS and DBO, and the abused subordinates prefer to act DBO rather than DBS in Chinese culture that is different from the conclusions in western culture; （2）passive emotion is a motive of deviance behavior and it is positively related to DBS and DBO; （3） abusive supervision exerts its influences on deviance behavior through the partial mediating role of passive emotion.