Abusive Leadership Research Articles

Ethical VS abusive leadership: How construction project manager influences workers’ safety behavior with the mediating role of alcohol use and moderating role of alcohol climate

Ethical VS abusive leadership: How construction project manager influences workers’ safety behavior with the mediating role of alcohol use and moderating role of alcohol climate

You reap what you sow – abusive leadership impact on organizational digital innovation through knowledge workers' competence and productivity

You reap what you sow – abusive leadership impact on organizational digital innovation through knowledge workers' competence and productivity

The negative effect of abusive leadership in the organization: exploring the mediating role of justice within the organization

This study aims to investigate the effect of abusive leadership in the organizations in Kurdistan. Further, Procedural Justice and employee satisfaction have been focused on as potentially important factors in employee work engagement. Data for the study has been collected in the Slimani city of Kurdistan. As a result, 182 data have been gathered and evaluated through correlation and regression analyses. The results show that abusive leadership has significant negative effects on employee outcomes, however, the negative impacts of abusive leadership on employee satisfaction and engagement are considerably minimized by justice. These findings imply that improving organizational justice can lessen the negative consequences of abusive leadership and foster a more positive work atmosphere. Our study contributes to the broader discourse on leadership and organizational behavior, offering valuable implications for organizational leaders and policymakers aimed at fostering fair and engaging work environments.

Detrimental Impact of Abusive Leadership on Employee Mental Health, Psychological Wellbeing, and Presenteeism in Chinese Entrepreneurial Organizations

Objectives: Employees are the main working force of every organization and their well-being is important for the productivity, performance and growth of the firms. However, the negative behavior of the leaders distorts the healthy employee well-being and causes them to sacrifice their physical and mental well-being and show at work and behave presenteeism. Methods: This study investigated the dark side of abusive leadership in damaging the employees' mental health and psychological well-being and increasing presenteeism behavior. Moreover, the study also investigated the negative mediation of performance pressure and workload pressure in between the direct relationship of abusive leadership with the dependent variables. Results: The study adopted a quantitative research methodology and targeted the employees of the Chinese entrepreneurial enterprise organization from the manufacturing, construction and service sectors using the survey questionnaire approach. The questionnaire approach was incorporated for the data collection using the simple random sampling technique to identify the respondents of this study. Conclusion: The regression analysis revealed heartening results for the employee well-being. The study concluded the results by summarizing the results outcomes and implied the fact that abusive leadership has adverse effects on the employees' mental and psychological well-being and promotes presenteeism and for further deteriorating effects, the performance pressure plays an additional role.

A Study on the Cascade Evolution Mechanism of Construction Workers’ Unsafe Behavior Risk Factors

There are numerous risk factors across various dimensions that lead to unsafe behaviors among construction workers, and the interactions between these factors are complex and intertwined. Therefore, it is crucial to comprehensively explore the mechanisms of these risk factors across all dimensions to reduce the accident rate. This paper combines cascading failure and entropy flow models to construct a cascading trigger model for identifying key nodes and paths in a risk network. First, this paper identifies the risk factors in the individual, organizational, managerial, and environmental dimensions, dividing them into deep and surface factors. Based on this, a risk network is constructed, and cascading failure is introduced to simulate the dynamic evolution of risks. Then, the entropy flow model is introduced to quantify the risk flow in risk propagation. Finally, to address the uncertainty of risk occurrence, Visual Studio Code is used for coding, and a simulation platform is built using JavaScript. After conducting simulation experiments, the results are statistically analyzed. The results show that the key nodes of deep factors are mainly concentrated in the individual dimension (herd mentality, negative emotions, physical fatigue, fluke mindset), organizational dimension (poor cohesion, poor internal communication), and managerial dimension (abusive leadership style and insufficient/low-quality safety education and training); the surface factors are mainly the poor safety climate in the organizational dimension. The findings provide theoretical support for reducing the accident rate caused by unsafe worker behaviors, aiming to reduce accident risk losses by cutting off risk propagation paths.

Understanding the impact of abusive leadership on third-party observers' turnover intentions: Insights from organizational identification and authority orientation

This study proposes and tests a conceptual model including three predictors (observed abusive leadership, workplace identification, and authority orientation) of third-party observers' turnover intentions. Analyzing responses from of 367 sales employees from Chinese hotels suggests that organizational identification partially mediates the relationship between observed abusive leadership and observer turnover intention. Also, observed abusive leadership is negatively associated with observers' workplace identification. Finally, authority orientation is negatively associated with observers' turnover intentions. This study contributes theoretically to understanding the repercussions of abusive leadership and offers managerial insights for hospitality firms to mitigate high turnover rates.

Abusive supervision in commercial kitchens: Insights from the restaurant industry

This mixed-method study investigates how abusive supervision and bullying impact job satisfaction and turnover intentions among employees in an environment plagued by ingrained incivility: commercial kitchens. Underpinned by social learning theory, we draw from 832 survey responses and 20 in-depth interviews to explore the extent to which supervisory abuse and workplace bullying negatively impact employee perceptions of their working environment while also investigating positive alternatives therein (e.g., authentic leadership and encouragement of creativity). Results suggest that, despite day-to-day challenges posed by abusive leadership, a strong sense of camaraderie and passion for kitchen work stimulated a commitment to the job. Accordingly, the study concludes that the inherently creative nature of commercial kitchen work and the personalities of fellow staff played a significant role in retaining employees. It thus highlights the complexity of food service employee retention and suggests that a holistic understanding of both leadership dynamics and intrinsic motives is essential.

Principal's abusive leadership and teachers' intrinsic and extrinsic motivations: the moderating roles of duration of relationship and group size

PurposeThis study investigated the relationship between principals' abusive leadership and teachers' intrinsic and extrinsic motivations, exploring the potential moderating effects of the duration of the relationship and group size within educational settings.Design/methodology/approachData were collected from a sample of teachers in Bahrain, using self-report measures. The data were analyzed using regression analyses.FindingsThe findings reveal a significant negative relationship between principals' abusive leadership and teachers' intrinsic and extrinsic motivations. The results also show that the duration of the relationship moderates the correlation between abusive leadership and teachers' extrinsic motivation, with teachers who have been in longer relationships with their principals showing greater resistance to the detrimental effects of abusive leadership on their extrinsic motivation. Group size was found to moderate this correlation, with larger groups exhibiting stronger buffering against the negative effect of abusive leadership.Originality/valueThe findings provide valuable insights into the dynamics of abusive leadership in educational settings and the potential moderating factors that can help alleviate its detrimental effects on teachers' motivations.

Abusive supervisor triggers counterproductive work behaviors in nursing staff: role of psychological contract breach and Islamic work ethics

PurposeAbusive supervision (AS) provides insights into the darker aspects of leadership behavior and its effects on employees. Understanding and addressing AS can contribute to creating healthier work environments and promoting employee well-being. The effect of abusive leadership (AS) on counterproductive work behaviors (CWB) in nursing staff is examined through the theoretical lens of the social exchange theory.Design/methodology/approachData were collected from 302 nursing staff working at public and private hospitals through a self-administered questionnaire. Measurement scales were adapted from the literature and the data were tested for validity and reliability before performing hypotheses testing through structural equation modeling in SmartPLS 4.0.FindingsAS positively affects CWB, and psychological contract breach mediates this relationship. However, employees with high Islamic work ethics (IWE) are less concerned with supervisors' dysfunctional behaviors and pay less attention to them; thus, IWE buffers the effect of AS on CWBs.Originality/valueA positive and supportive organizational climate is crucial for attracting and retaining skilled healthcare professionals. When healthcare professionals are subjected to abusive behaviors, their ability to share knowledge, adopt safety protocols and provide the best patient care may be hampered. Therefore, addressing AS in hospitals is vital to promoting a positive work environment, enhancing employee well-being and improving patient care.

Artéfacts de mesure associés à l'étude de la supervision abusive : un second regard aux analyses de Mackey et al. (2017)

An abusive leader uses humiliation, belittlement and manipulation to influence employees in achieving work-related goals. A better understanding of the antecedents and mechanisms that promote abusive supervision would help tailor organizational processes in order to reduce its occurrence and negative consequences. However, issues related to the measurement of abusive supervision necessitate attention, such as the multiplicity of tools and variants, and possible differences when measuring the construct across cultures. This systematic review focuses on empirical prepandemic studies published between 2015-2020 that have quantitatively measured Tepper's (2000) abusive supervision, and aims to increase knowledge regarding the targeted measurement issues. The goal is to help researchers and practitioners in choosing and adapting their measuring instrument in order to more effectively capture the construct.

Abusive School Leadership Practices and Teacher Dissenting Voices: Analysis through Nancy Fraser and Miranda Fricker

Abstract Research notes a significant rise in varied practices of abusive supervision within the schooling context. Abusive leadership is a social justice dilemma which needs sustained confrontation. This qualitative conceptual study provides a philosophical exploration of the practices of abusive school leadership towards teachers with dissenting voices. This paper takes a conceptual methodological approach and deploys dominant social justice theories espoused by Miranda Fricker and Nancy Fraser as underpinning lenses. Extant and established scholarly literature on abusive supervision was identified and critically analysed. In its examination, the guiding research question was: what are the attributes of abusive school leadership and how do such leadership react to voices that are dissenting? This study is significant because there seem to be inadequate scholarly and empirical contributions on abusive school leadership practices towards teacher dissenting voices.

Toutes les formes d’abus en milieu de travail ont-elles les mêmes incidences sur la santé des travailleurs ?

Les formes d’abus en milieu de travail sont multiples. Parmi elles, on retrouve l’incivilité, la discrimination, le harcèlement (en général), le harcèlement sexuel, l’intimidation, l’agression physique, le leadership abusif, ainsi que le climat organisationnel tolérant les abus. Sur la base des gestes impliqués, certaines formes d’abus sont qualifiées d’intensité faible (p. ex. l’incivilité), modérée (p. ex. l’intimidation) ou élevée (p. ex. l’agression physique). L’objectif de cette recension des écrits est de déterminer si ces différentes formes d’abus ont des incidences qui diffèrent en importance en ce qui a trait à la santé des travailleurs qui en sont victimes. Une recension des études quantitatives de synthèse ayant porté sur chacune de ces formes d’abus a été réalisée. Douze méta-analyses ont été répertoriées. L’analyse comparative des effets et de leurs intervalles de confiance montre qu’en général, les différentes formes d’abus ne se différencient pas quant aux liens observés sur la santé psychologique (p. ex. l'épuisement, la dépression, le stress, le bien-être, les émotions positives et négatives) et la santé physique (p. ex. les tensions physiques, les problèmes de sommeil). Les quelques différences relevées invalident l’hypothèse que l’intensité présumée des formes d’abus est associée à la taille des effets observés. Sur le plan pratique, les organisations et gestionnaires devraient ainsi porter attention à chacune de ces formes d’abus, qui semblent toutes préjudiciables pour les travailleurs. Sur le plan scientifique, l’analyse réalisée est originale dans la mesure où elle a permis de rassembler des travaux de synthèse sur huit formes d’abus qui proviennent de littératures distinctes et qui n’avaient jamais été comparées, à notre connaissance.

Goal-focused abusive leaders: The mitigating role of conscientiousness in subordinates’ counterproductive work behavior

When an abusive supervisor exhibits goal-focused leadership, does goal-focused leadership buffer or deteriorate the impact of abusive supervision on subordinates? Although leaders normally exhibit different leadership styles at the same time, little effort has been made to examine how different leadership styles affect subordinates. We also investigate the three-way interaction among abusive supervision, goal-focused leadership, and conscientiousness on counterproductive work behavior (CWB). With two multinational samples, our findings consistently indicate that subordinates exposed to more goal-focused leadership along with abusive supervision are significantly more likely to engage in CWB. In addition, we find a three-way interaction such that the relationship between abusive supervision and subordinates’ CWB is the strongest among subordinates who have low conscientiousness when leaders exhibit a high level of goal-focused leadership. JEL Classification: D23

Psychological Safety Effects on Knowledge Sharing in Project Teams

This article investigates the impact of abusive supervision in causing the loss of psychological safety, which in turn impacts knowledge-sharing among project team members. Moderation and moderated mediation of psychological capital (PsyCap) in the direct and indirect relationship between abusive supervision and knowledge sharing is also tested. Using a multiwave and multisource survey, data are collected from 239 subordinate–supervisor dyads in Indian project organizations. Our research results suggest that employees with abusive leaders suffer a loss of psychological safety which in turn demotivates knowledge sharing behavior. Furthermore, the effects of abusive supervision on knowledge sharing are moderated by PsyCap such that the negative impact is alleviated by high PsyCap. Most significantly, the moderated mediation findings show that the mediated relationship is contingent on the level of PsyCap, such that the negative influence of hostile behaviors of supervisors on knowledge sharing via psychological safety is attenuated by low PsyCap. The findings of the study suggest that organizations should invest time and effort in preventing abusive supervision in the workplace and enhancing psychological safety. Clear policies, well-developed communication systems, and active involvement of employees go a long way in building a psychologically safe working environment. Given the importance of PsyCap in influencing psychological safety and knowledge sharing, organizations should pay attention to screening for personal resources in addition to knowledge, skills, and abilities. As a personal resource, PsyCap is malleable and firms may invest in developing employees’ PsyCap resources.

Studying Negative Aspects in Educational Leadership: The Benefits of Qualitative Methodologies

The aim of this paper is to encourage researchers to employ qualitative methodologies when studying the negative aspects in educational leadership. To this end, I focus on one negative aspect in organization – abusive leadership and use it to exemplify the benefits of qualitative research and its potential methodologies. More specifically, I pose two questions: (1) How can the qualitative research improve our understanding of abusive leadership in schools; (2) what are the practical tools to study abusive educational leadership from a naturalistic perspective? Through qualitative research methods, researchers are likely to explore the complexity of human behavior and thereby generate deeper understanding of leaders' negative behaviors as well as of toxic interactions in the school. In this paper, I emphasize the epistemological contributions of qualitative methodologies to the research on abusive educational leadership and probe into the kind of knowledge we may gain when employing these methodologies.

A mindfulness perspective on the link between abusive supervision climate and team conflict

Purpose The purpose of this study is to examine whether and how abusive supervision climate impacts team conflict from a mindfulness perspective. Prior research has identified serious dysfunctional effects of abusive supervision climate in teams. Team conflict, which is often a signal for dysfunctional relationships in teams, has however received limited attention. To contribute to this line of research, this study develops and tests a theoretical model on the role of team mindfulness in understanding the link between abusive supervision climate and task, process, and relationship conflict. Design/methodology/approach To test the theoretical model, this study collected and analyzed two-wave time-lagged data from 499 employees in 92 teams. Findings The results showed that abusive supervision climate aggravated task conflict and process conflict via diminishing levels of team mindfulness. Abusive supervision climate also exacerbated relationship conflict, but the effects did not occur via a decrease in team mindfulness. Practical implications While it may not always be possible to prevent the development of an abusive supervision climate in workplaces, other interventions may prevent conflict in teams with abusive leaders. As indicated by the findings, task conflict and process conflict may be reduced if teams are high on mindfulness. Interventions that stimulate team mindfulness might thus improve collaboration in teams with abusive leaders. Originality/value This research offers novel insights regarding how abusive leaders might instigate conflict within teams. Specifically, through the unique perspective of mindfulness, the authors are able to offer new insights into how abusive supervision climate affects task, process and relationship conflict. This study offers a novel, yet important, lens to examine how conflict occurs in teams.

Intergenerational Abusive Leadership: How Attributions Perpetuate the Cycle of Abuse

Intergenerational Abusive Leadership: How Attributions Perpetuate the Cycle of Abuse

Abusive Leadership Mitigates Psychological Well-Being and Increases Presenteeism: Exploration of the Negative Effects of Abusive Leadership on Employees? Mental Health.

Objectives: In this paper, we examined the impact of abusive leadership (AB) on psychological well-being (PWB) and presenteeism (PR) by considering the moderating effect of mental health (MH) of employees in Saudi small and medium enterprises (SME's). Methods: We used non-probability sampling to collect data from employees in the Saudi SME's. We used 152 complete questionnaires for statistical analysis, including descriptive statistics, validity and reliability tests, confirmatory factor analysis, and structural equation modeling. Results: AB significantly and negatively impacted the PWB of employees in the Saudi SME's (p<.05). Furthermore, we found a statistically significant association (p<.05) between AB and PR, where increased AB increased presenteeism. Regarding the moderation effect, findings revealed that MH significantly suppressed the negative association between AB and PWB and significantly dampened the positive relationship between AB and PR. Conclusion: Leadership plays a ctitical role in employees' well-being and presenteeism; therefore, our study has important implications for managers, workers, and policymakers to promote healthy leadership for improved employee well-being and productivity.

Employee Silence Predicted by Abusive Leadership and Workplace Ostracism: Role of Employee Power Distance

The proposed research aimed to examine abusive leadership and workplace ostracism as predictors of employee silence among school teachers in Sargodha, Pakistan. Studies further tend to examine the moderating role of power distance. Purposive sampling was employed to acquire the data. The research variables were quantified using the Abusive Supervision Scale (Mitchell &amp; Ambrose, 2007), Workplace Exclusion Scale (Hitlan &amp; Noel, 2009), Silence Scale (Van Dyne et al., 2003) and Power Distance Scale (Dorfman &amp; Howell, 1988). Pearson correlation analysis revealed a significant relationship between abusive leadership, workplace ostracism, employee silence, and power distance. Results showed that abusive leadership, ostracism, silence, and power distance have a positive relationship with each other. The findings of linear regression revealed that abusive leadership, ostracism and power distance positively predicted employee silence. Moderation analysis revealed that power distance significantly moderated the relationship of abusive leadership and workplace ostracism with employee silence. The proposed research provides some recommendations and conclusions for future researchers who may be interested in examining the abuse that teachers experience in a high-power-distance culture that compels them to act silently.

Ethical leadership and creativity in employees with University education: The moderating effect of high intensity telework

Purpose: The main objective of this research is to determine if the number of days teleworked gradually influences the causal relationship between Ethical Leadership and Creativity among university-educated employees together with the aspect of their interaction. Design/methodology/approach: To decipher this question, a simple moderation scheme is chosen. The sample is 448 workers who are evaluated online. Findings: Ethical Leadership and Creativity are related in a convex way; that is, the ethical extremes, low or high, negatively, or positively influence creative performance, in that order. In addition, the intensity of Teleworking favors the integration between Ethical Leadership and original ideas; On the other hand, when remote work is reduced to one day a week, the relationship between Ethical Leadership and Creativity is neutralized. Finally, the self-perception of Creativity is lower in the female gender. Research limitations/implications: It is a cross-sectional study, but the results can be transferred to the entire Colombian energy industry since the sample was taken at different stages and obtained from various sources. Future research can delve into the e-ethics role of ethical leadership Practical Implications: The transition from conventional to electronic leadership needs to be influenced by strong ethical values to avoid leadership styles such as intrusive or abusive leadership that do not consider employee welfare as a priority. In addition, hybrid work alternatives that combine remote days with on-site days make it essential to consider that very low-intensity Teleworking substantially reduces individual Creativity. Social Implications: The public energy industries in underdeveloped countries whose main mission is to serve the neediest social spheres cannot take their eyes off the common interest. When this happens, corruption proliferates, and inequalities widen. Originality/Value: This research presents a theoretical model that extends the existing literature on Ethical Leadership. The benefits of this management style are widely known, but it is of vital interest to know its impact within a virtual work environment, and even more so when Teleworking becomes an ideal habitat to capitalize on its potential.