Abstract
Drawing on the identity perspective, we investigate the roles of organizational and moral identification in the relationship between abusive supervision and subordinates’ organizational deviance. By conducting a multiwave study of 182 subordinate–supervisor dyads, we found that organizational identification partially mediated the relationship between abusive supervision and subordinates’ organizational deviance after controlling for perceived leader social support as an alternative mediator. In addition, we demonstrated that organizational identification interacted with moral identification in affecting organizational deviance in the workplace and that moral identification moderated the indirect effect of abusive supervision on organizational deviance via organizational identification. However, we did not find a mediating effect of moral identification, and we call for future studies to explore the impact of more specific facets of identities in abusive supervision situations. Theoretical and practical implications are discussed.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: The International Journal of Human Resource Management
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
