Abstract
In this paper, we identified an expanded array of mediators including interactional justice, organizational-based self-esteem, and the meaning of work, which link abusive supervision to two organizational citizenship behaviours – prosocial silence and prosocial voice. Data from 175 employee–supervisor dyads in the Philippines were collected. Results of structural equation modelling revealed that abusive supervision was significantly negatively associated with followers’ perceptions of interactional justice, which in turn was negatively associated with supervisor-rated prosocial voice behaviours. In addition, abusive supervision was negatively associated with followers’ beliefs that they are engaged in meaningful work and with organizational-based selfesteem, which in turn negatively influenced self-rated prosocial silence. The discussion focuses on the implications of the hidden costs of abusive supervision in organizations.
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