Abstract
This study extends research on factors that contribute to abusive supervision, one form of nonphysical aggression, and the results of such abuse on subordinates' performance. We utilize research on personal values theory and general aggression model to formulate our hypotheses. Results from 206 matched leader-subordinate dyads support the idea that leader's self-transcendence values were positively associated with subordinate perceptions of abusive supervision; leader's conversation values were negative associated with subordinate perceptions of abusive supervision. Additionally, abusive supervision was associated with decreased subordinates' in-role performance and out-role performance (OCB). Results also indicate that abusive supervision mediates the relationships between leader's values and subordinates in-role performance and organizational citizenship behaviors OCB. Finally, implications for management practice and future investigations of abusive supervision are discussed.
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