Abstract
To explore a reason why abusive supervision continues to occur in business and is even considered as normal behaviors, this study examined whether differences exist in employees' perceptional (interactional justice) and behavioral (task performance) responses to abusive supervision between men and women from a gender role perspective. Using the snowball sampling method to collect dyadic data from managers and employees, the study results from 569 valid samples showed that gender significantly moderated the relationships among abusive supervision, interactional justice perception, and task performance. Furthermore, the effects of these relationships were stronger for female employees than for male employees. Based on these results, academic and practical suggestions are provided to reduce the negative impact of abusive supervision from a gender role perspective.
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