EXPRESS: How Divestiture Socialization Masks Intermittent Supervisory Abuse: A Multilevel Analysis in Ad-hoc Aircrew Teams

This paper considers statistical relationships often observed between densities of bars and pubs and rates of violence as suggested by two general approaches: (i) social influence and (ii) social selection. A stratified sample of 36 zip code areas in California was identified as having 'high', 'medium' and 'low' densities of bars and pubs. Aggregate US Census 2000 data were used to characterize population demographics of each zip code area. Telephone surveys were conducted assessing respondent demographics, drinking patterns, utilization of different places for drinking, self-report measures of hostility, norms for aggression and norms for alcohol-related aggression. Hierarchical linear models assessed the degree to which densities of bars and pubs were related to self-reports of hostility and norms for aggression, and if the individual measures of hostility and norms for aggression were related to choice of drinking venue. Respondents living in areas with greater densities of bars and pubs reported lower norms for aggression and greater norms for alcohol-related aggression. Greater peak drinking levels were related directly to greater levels of hostility and norms for both aggression and alcohol-related aggression. Self-reported hostility and norms for alcohol-related aggression were related directly to drinking at bars and pubs, parties and friends' homes. Aggressive norms were related to drinking at parties. Whether bars serve to concentrate aggressive people into selected environments, whether these environments serve to increase levels of aggression, or whether both these processes reinforce each other mutually is not known. However, our findings do indicate relationships between certain exogenous measures, including alcohol outlet densities and social-psychological characteristics associated with violence. Many of these measures are also associated with the social contexts in which people drink.

This study explores the influence of abusive supervision on customer-oriented service sabotage (COSS). Based on social identity theory, it investigates the mediating role of organizational identification. Meanwhile, it examines the moderating role of sensitivity to interpersonal mistreatment (SIM) in strengthening the effects of abusive supervision on COSS and organizational identification. To reduce the concerns of common method bias (CMB), we administrated three-wave and two-resource data collection from thirteen hotels of three cities in China. Hierarchical linear modeling (HLM) and bootstrapping are utilized to examine hypotheses. The results showed that abusive supervision positively affects service employees’ COSS through lowering their organizational identification. Furthermore, it was found that SIM can magnify abusive supervision’s impacts on COSS and organizational identification such that these influences were stronger for those with higher SIM. Finally, contributions and limitations are discussed.

PurposeCorporate entrepreneurship is an important way for organizations to gain competitive advantages and achieve sustainable development. However, few studies pay attention to the influence of CEO strategic leadership on corporate entrepreneurship. Drawing on social identity theory and uncertainty-identity theory, this study aims to investigate whether CEO relationship-focused leadership impacts corporate entrepreneurship through middle managers’ (MMs’) organizational identification and whether the indirect effect is moderated by environmental uncertainty.Design/methodology/approachUsing 192 Chinese samples with 192 firm-level and 716 department-level observations, this study uses multilevel structural equations modeling by Mplus 8.0 to test the theoretical model.FindingsThis study finds that CEO relationship-focused leadership positively predicts MMs’ organizational identification and corporate entrepreneurship, and MMs’ organizational identification mediates the relationship between CEO relationship-focused leadership and corporate entrepreneurship. In addition, environmental uncertainty moderates not only the relationship between CEO relationship-focused leadership and MMs’ organizational identification but also the indirect effect of CEO relationship-focused leadership on corporate entrepreneurship through MMs’ organizational identification.Research limitations/implicationsThis study enriches the understanding of process and contextualization of CEO strategic leadership influencing on corporate entrepreneurship.Originality/valueTo the best of the authors’ knowledge, this study is among the first to explore the influence of CEO relationship-focused leadership on corporate entrepreneurship.

Purpose– Prior researches have indicated that leadership had an important impact on employee creativity. However, the authors know little about the link between the dark side of leadership-abusive supervision, and employee creativity, as well as its underlying mechanisms. Combining psychological safety theory and social identification theory, the purpose of this paper is to examine the relationship between abusive supervision and employee creativity and the mediating role of psychological safety and organizational identification between abusive supervision and employee creativity.Design/methodology/approach– The authors conducted a multi-source and time-lagged data collection. At Time 1, team members evaluated abusive supervision and psychological safety, and at Time 2, team members evaluated organization identification, and team leaders evaluated members’ creativity. Abusive supervision, psychological safety were evaluated at first stage and organizational identification, creativity were evaluated at second stage, being conducted 2-4 weeks later after the first stage. Finally 423 participants completed two waves of data collection.Findings– The results suggested that, abusive supervision had negative effects on psychological safety and organizational identification, and psychological safety partially mediated the relationship between abusive supervision and organizational identification, and organizational identification fully mediated the relationship between psychological safety and creativity, and the negative effect of abusive supervision on employee creativity was mediated by psychological safety and then by organizational identification.Originality/value– This study identifies and examines the mechanism underlying the effect of abusive supervision, and suggests that psychological safety and organizational identification are two important mediators of the complex relationship between abusive supervision and employee creativity. Therefore, this study not only re-examines the inconsistent effect of abusive supervision on employee creativity, but also represents the first attempt at integrating the psychological safety perspective and social identification theory to study employee creativity and offers important implications for theory development.

This study investigated the effect of abusive supervision on employee organizational identification by analyzing the mediating effect of psychological contract violation. In addition, it explored the moderating role of favoritism in the direct association of abusive supervision and organizational identification and the indirect effect through psychological contract violation. A total of 488 seasonal, immigrant, and part-time employees from family-run hotel organizations were surveyed during the data collection process. By utilizing Hayes’s macro, we found that abusive supervision and psychological contract violation had a significant negative effect on organizational identification. In addition, the results showed that psychological contract violation mediated the effect of abusive supervision on organizational identification and favoritism moderated the effect of abusive supervision on psychological contract violation. The findings highlight the detrimental effects of favoritism and abusive supervision on employee outcomes in the hospitality industry.

We developed a model of the relationships among aggressive norms, abusive supervision, psychological distress, family undermining, and supervisor-directed deviance. We tested the model in 2 studies using multisource data: a 3-wave investigation of 184 full-time employees (Study 1) and a 2-wave investigation of 188 restaurant workers (Study 2). Results revealed that (a) abusive supervision mediated the relationship between aggressive norms and psychological distress, (b) psychological distress mediated the effects of abusive supervision on spouse undermining, (c) abusive supervision had a direct positive relationship with supervisor-directed deviance, (d) the positive relationship between psychological distress and spouse undermining was stronger for men as opposed to women, and (e) employees engaged in relationship-oriented occupations reported greater levels of abusive supervision and psychological distress. Implications for theory and practice are discussed.

PurposeThe study aims to investigate the mediating roles of leadership identification and organizational identification linking abusive supervision to employees' turnover intention.Design/methodology/approachUsing a self-administer survey design, data were collected from 229 nursing workforce employed in hospitals located in Karachi.FindingsThe research findings show that abusive supervision has a considerably positive influence on turnover intention. The findings also show that abusive supervision negatively affects nurses' leadership identification and organizational identification. Leadership identification and organizational identification were found to be negatively related to nurses' turnover intention. Finally, leadership identification and organizational identification were found to parallelly mediate the relationship between abusive supervision and turnover intention.Originality/valueThis study helped uncover the previously unknown parallel mediating mechanism of organizational identification and leadership identification. Additionally, abusive supervision was found to negatively affect employees' leadership identification.

Purpose The study examines how department leadership and principal instructional leadership are associated with teacher professional learning in Chinese primary and middle schools. It focuses on teachers’ perceived learning value of work as a potential mediating factor. Design/methodology/approach Survey data were collected from 3,219 teachers across 121 schools. A multilevel moderated mediation model was used to examine the relationships among leadership practices, perceived learning value of work, and teacher professional learning. Findings The results suggest that principal instructional leadership is associated with a stronger relationship between department leadership and teachers’ perceived learning value of work. It may also strengthen the indirect association between department leadership and teacher professional learning via this mediating variable. Originality/value The study highlights that the relationship between department leadership and teachers’ learning experiences may vary depending on the degree of principal engagement in instructional leadership. The findings offer insight into how leadership practices at different levels may jointly support teacher professional learning.

PurposePrior research has suggested that abusive supervision has negative impacts on various work outcomes. However, little attention has been paid to the relationship between abusive supervision and employees’ safety behaviour. The purpose of this study is, therefore, to address these limitations by developing and testing a theoretically based conceptual model that explicitly considers the underlying mechanism and boundary condition of the relationship between abusive supervision and safety behaviour of underground coal miners in China.Design/methodology/approachAt Time 1, the authors conducted a survey of 630 employees to assess their supervisors’ abusive leadership behaviours, their own power distance beliefs and their self-reflection. At Time 2, the authros sent questionnaires to the leaders and invited them to evaluate employees’ safety behaviour in the workplace. After cleaning the survey data, the authors tested our model using a multi-level analysis on a sample (n = 458) of underground miners across 96 coal mining sites in China.FindingsThe authors propose that abusive supervision decreases employees’ safety compliance/participation by reducing reflection but strengthening rumination. The authors further find that the linkage from abusive supervision to reflection/rumination to safety compliance/participation is affected by power distance.Originality/valueTo the best of the authors’ knowledge, This is one of the first empirical studies to investigate the mediating effects of a deep cognitive processing variable – namely, self-reflection – and the moderating effects of power distance on the relationship between abusive supervision and safety behaviour.

In this study, the authors examine the relationship between organizational identification and abusive supervision. The authors predict organizational identification will be related to abusive supervision. Additionally, the authors examine the moderating effects of individual difference (gender). The sample is collected from employees who are currently employed and work under their own supervisor. Collected from 333 supervised employees (Mainland China: 150, Taiwan: 183) suggested that organizational identification was positively related to abusive supervision when organizational identification was low. However, Regardless of gender, when employees have a high degree of organizational identity, they will accommodate the behavior of the supervisor, so they won't perception of the existence of abusive supervision. The research result will help CEO to strengthen employees' organizational identification in order to reduce turnover rate; at the same time, to remind leaders to pay attention to their words and deeds and self-discipline. This will influence leaders' management performance and reduce organizational performance.

PurposeThis study aims to examine the relationship between abusive supervision and workplace incivility using a dual theoretical framework. First, it draws on the ego depletion theory to investigate the relationship between abusive supervision and incivility by exploring the mediating role of ego depletion. Second, it integrates the job demands–resources model with the ego depletion theory to examine how perceived co-workers’ support functions as a buffer in mitigating the effects of ego depletion on incivility.Design/methodology/approachThe authors tested our moderated mediation model using hierarchical linear modeling through an experience-sampling study based on data collected from a participants across five consecutive workdays.FindingsThe findings reveal employees subjected to abusive supervision are more likely to experience a depletion of self-regulatory resources. Moreover, the authors found a positive association between ego depletion and workplace incivility, suggesting that diminished self-control resulting from abusive supervision contributes to a higher likelihood of engaging in uncivil workplace behaviors. In addition, perceived coworkers’ support emerged as a significant moderating factor that attenuates the indirect impact of abusive supervision on workplace incivility through ego depletion. Specifically, when perceived coworkers’ support is high, the negative influence of abusive supervision on ego depletion, and subsequently, on workplace incivility, is mitigated.Originality/valueBy exploring ego depletion as the underlying mechanism and boundary conditions imposed by perceived coworker support on the relationship between abusive supervision and workplace incivility, this research contributes to a nuanced understanding of the intricate dynamics of this relationship. Based on the research findings, the authors advocate that organizations should establish and integrate support services, such as counseling and employee assistance programs, to reduce the emotional turmoil caused by abusive supervision.

In the post-COVID-19 era, more work is being done online; more people are working remotely; and communication has shifted online. Increased concerns about workplace cyberbullying (WCB) have accompanied these changes in work, but the scholarly literature is limited in terms of understanding the characteristics of organizations and individual perpetrators that shape WCB behavior. Drawing upon social exchange theory and the literature on organizational politics, we proposed and tested a multilevel moderated mediation model to examine the cross-level direct and indirect relationships between political climate and WCB perpetration mediated through psychological contract violation, and we also investigated the moderating role of toxic online disinhibition in this process. We collected multiphase and multilevel data from 416 white-collar employees nested within 30 organizations in the service sector in Islamabad, Pakistan. We used a multilevel structural equation modeling (MSEM) technique in Mplus to analyze the data. We found a direct and positive cross-level relationship between political climate and WCB perpetration. Multilevel mediation analysis revealed that psychological contract violation mediates the cross-level relationship between political climate and WCB perpetration. Moreover, multilevel moderated mediation analysis suggested that the conditional cross-level indirect effect of political climate on WCB perpetration via psychological contract violation was stronger and significant at higher levels of toxic online disinhibition, whereas it was weaker and non-significant at lower levels of toxic online disinhibition. Studies exploring the situational antecedents of WCB perpetration are scarce, particularly at the organizational level. We proposed and tested a multilevel model of WCB perpetration indicating that political climate leads individuals to engage in WCB perpetration directly as well as indirectly through its impact on psychological contract violation. We outline a number of practical implications and suggest future research directions.

To understand why employees commit unethical pro-organizational behavior (UPB), research often focuses on social exchange and organizational identification. This research examines why employees who work under abusive supervisors still conduct UPB, even though there are few reasons to reciprocate by acting in ways that benefit the organization when their supervisors treat them poorly. Through two studies, we examine the positive relationship between abusive supervision and UPB, and explore three potential mediators: organizational identification, moral decoupling, and fear of retribution. In Study 1, we found support that abusive supervision is positively related to UPB, but organizational identification did not mediate the relationship. However, when we included all measures in Study 2, we found support for two mediators: organizational identification and moral decoupling mediations. We discuss theoretical implications and methodological challenges of studying low frequency abusive behaviors.

Trust has long been recognized as an important component of marketing systems. However, while macromarketing researchers argue that a lack of trust in business can impact other components of marketing systems, very few empirical studies in marketing investigate the determinants or outcomes associated with this type of trust. Accordingly, we begin with the premise that trust in major corporations is a critical, micro-level attitude that affects the performance of a marketing system. Then, we investigate the factors that influence trust in major corporations by analyzing how perceptions of government involvement in business, political ideology, and other attitudinal and demographic variables affect trust. Using hierarchical linear modeling, we find that trust has a curvilinear relationship with perceptions of free-market competition, in which too much trust, or too little, leads to negative perceptions - trust plays a critical mediating role in constructing beliefs about free markets. Additionally, we show that macroeconomic variables influence the first stage of attitude formation toward major corporations, with gross domestic product (GDP) per capita and foreign direct investment (FDI) acting as moderators in our analysis. Overall, the multi-level moderated-mediation model used in this research embodies a true systems approach to the analysis of marketing systems by demonstrating how the economic outcomes of marketing systems (e.g., GDP and FDI) can also have feedback effects on participants within a marketing system.

This study investigated how classroom climate and individual differences interact to shape prosocial behavior in Chinese undergraduate students. A multilevel moderated mediation model was tested using hierarchical linear modeling with a sample of 888 undergraduates nested within 36 classrooms. Results demonstrated that a supportive classroom climate was positively associated with prosocial behavior, and this link was mediated by students' expectations of prosocial feedback. Furthermore, self-monitoring moderated these relationships: the direct effect of climate was stronger for high self-monitors, while the indirect effect through feedback expectations was stronger for low self-monitors. The findings highlight the dual importance of fostering supportive educational environments and acknowledging student personality, offering a nuanced framework for developing effective campus interventions.