Abusive Supervision Research Articles

Workplace Stressors and Their Consequences on Frontliners’ Performance: A Conservation of Resources Perspective

The present study aims to examine the effects of two workplace stressors (abusive supervision and co-worker incivility) on work performance among frontline employees (FLEs) based on the conservation of resources (COR) theory. The intervening effects of work stress and proactive personality are also investigated in the relationships. Self-administered structured questionnaires and structural equation models are utilized to analyse data collected from 330 FLEs. Both stressors are better suited to determine work-related stress, but stress is not a significant predictor of performance. Abusive supervision is significantly connected to a proactive personality, and that proactive personality is connected significantly to work performance. Abusive supervision predicts a significant negative relationship with work performance, however co-worker incivility with work performance reverses. This endeavour integrates the association among variables with COR theory. The research findings will guide the supervisors of FLEs to work for any emerging economy.

The Effect of Abusive Supervision on Employee Job Performance: The Moderating Role of Employment Contract Type

The Effect of Abusive Supervision on Employee Job Performance: The Moderating Role of Employment Contract Type

Who wreaks more havoc? Gender and the detrimental effect of abusive supervision on interpersonal deviance

Purpose Abusive supervision provokes subordinates’ interpersonal deviant behavior. It is, therefore, essential to explore the contingent factors of this relationship. Drawing upon gender role theory, this study aims to explore how subordinate and leader genders moderate the relationship between abusive supervision and subordinate interpersonal deviance. Furthermore, this study posits a three-way interaction effect of abusive supervision with leader and subordinate genders on interpersonal deviance. Design/methodology/approach Multisource survey data were collected from 45 supervisors and 170 subordinates in eight companies in China. The data were analyzed using the PROCESS macro in SPSS. Findings The results showed that the positive relationship between abusive supervision and interpersonal deviance was stronger among female leaders than male leaders. Furthermore, the authors found a three-way interaction effect between abusive supervision and leader and subordinate genders on subordinates’ interpersonal deviance. Compared with female subordinates, male subordinates engaged in significantly more interpersonal deviance when experiencing abusive supervision from a female leader than from a male leader. Originality/value The authors reveal that gender differences exist in the effect of abusive supervision on subordinates’ interpersonal deviant behavior. Furthermore, the authors demonstrate that subordinate and leader genders jointly influence the effect of abusive supervision. Finally, the findings extend the literature on gender’s moderating effects from constructive and neutral leader behaviors to destructive leader behaviors.

Doctors' Abusive Supervision and Patients' Deviant Behavior in Taizhou, China: The Mediating Role of Patients' Negative Emotion.

To explore the association between doctors' abusive supervision and patients' deviant behavior, and to evaluate the mediating role of patients' negative emotion. A cross-sectional study with a convenient sample was conducted among hospitalized patients from April 13 to May 23, 2022, at a medical center in Taizhou, China. A total of 923hospitalized patients participated in this survey. Collected data was analyzed based on correlation analyses and mediation regression approach. The findings showed that inpatients who think they experienced abusive supervision from their doctors exhibited higher negative emotion and were more likely to engage in both interpersonal and organizational deviance. In addition, the higher negative emotion the inpatients had, the more likely they would take deviant behavior. Of note, patients' negative emotion served as a mediator between doctors' abusive supervision and patients' deviant behavior. Both doctors' abusive supervision and patients' negative emotion were found to be significantly correlated with patients' deviant behavior, with negative emotion playing a mediating role between abusive supervision and deviance. This finding will be helpful for studying the doctor-patient relationship.

An examination of the curvilinear relationship between person-job fit and innovative behavior: the moderating role of abusive supervision in South Korea.

Although literature suggests that a higher person-job fit leads to more innovative behavior, some recent studies have shown inconsistent results with the assumption of such a linear relationship between the two constructs. Considering these inconsistent findings, the present study aims to examine a curvilinear relationship between person-job fit and innovative behavior. Innovative behavior represents an individual's actions that come up with, realize, and apply novel ideas within the job environment, and person-job fit, which pertains to the value congruence between the job and individual, can be a critical predictor of innovative behavior. Drawing on the triphasic model of stress and the conservation of resources theory, this study hypothesizes that person-job fit has a non-linear relationship with innovative behavior, and that abusive supervision moderates this relationship. The regression analysis results of the 180 employee-supervisor dyadic data revealed that person-job fit and innovative behavior have a non-linear relationship. Furthermore, the non-linear relationship is (1) weakened (linearly positive) when abusive supervision is high and (2) strengthened when abusive supervision is low. By integrating multiple theoretical lenses, the present study offers a more sophisticated understanding of individual employees' psychological reactions to job fit discrepancies and their innovative outcomes in organizational settings. Theoretical and practical implications and directions for future research are also discussed.

Supplemental Material for Investigating Daily Abusive Supervision as Antecedent of Subordinates’ Low Psychological Detachment and Relaxation During Nonwork Time: A Diary Study

Supplemental Material for Investigating Daily Abusive Supervision as Antecedent of Subordinates’ Low Psychological Detachment and Relaxation During Nonwork Time: A Diary Study

Examining the Impact of Abusive Supervision on Citizenship Behavior: The Perspective of South African Public Servants

Examining the Impact of Abusive Supervision on Citizenship Behavior: The Perspective of South African Public Servants

Relationship of Abusive Supervision and Organizational Justice with Workplace Deviance Behavior among Nurse

Relationship of Abusive Supervision and Organizational Justice with Workplace Deviance Behavior among Nurse

Investigation of how Gender Moderates and Overall, Justice Mediates the Impact of Abusive Supervision on Knowledge Hiding

Investigation of how Gender Moderates and Overall, Justice Mediates the Impact of Abusive Supervision on Knowledge Hiding

The Study on the Mechanism of the Impact of Perceived Abusive Supervision on Nurse Burnout

The Study on the Mechanism of the Impact of Perceived Abusive Supervision on Nurse Burnout

A Study on the Effect of Abusive Supervision on Knowledge Hiding: Mediated by Emotional Exhaustion and Moderated by Coworkers Support

This study was conducted to assess the effects of abusive supervision on knowledge hiding, taking into account the moderating influence of coworker support and the mediating function of emotional exhaustion. The current study's model suggests that when supervisors are abusive, people become emotionally exhausted and hide knowledge. Our study proposed that employees who experienced abusive behaviors were more likely to withhold information and knowledge from others in the organization. There was a strong association between abusive supervision and emotional exhaustion. This means that employees who experienced abusive behaviors from their supervisors were more likely to feel emotionally drained and depleted. Another purpose of the research was to know whether coworker support moderates the relationship between abusive supervision and emotional exhaustion. Coworker support may offer a sense of support and social connection, which can help employees cope with the stress associated with abusive supervision. The model was supported by Social exchange theory. Convenience sampling was used to gather data from 181 workers in the telecom sectors of firms in Rawalpindi and Islamabad. Adapted questionnaires with five-point Likert scales for each variable were used. Results indicated that abusive supervision has a positive and significant relationship with knowledge hiding. The mediating role of emotional exhaustion between abusive supervision and knowledge hiding was also supported by results. However, contrary to expectations, moderating the role of coworkers’ support, between abusive supervision and emotional exhaustion gained no acceptance. By incorporating specific training on recognizing and avoiding abusive behaviors from the outset, organizations can set clear expectations for supervisory conduct and create a culture that discourages abusive practices. Regular policy reviews will help the organization adapt to evolving challenges and best practices in preventing abusive supervision, ensuring that policies remain relevant and contribute to a positive work environment. Limitations and future directions are also provided.

Facilitation or inhibition? research on the double-edged sword effect of peer abusive supervision on bystander proactive behavior

PurposeBased on the Cognitive Appraisal Theory of Stress, this study aims to reveal the mechanism of peer abusive supervision on bystander proactive behavior through two different paths: bystander assertive impression management motivation and bystander defensive impression management motivation. Besides, the moderating effects of bystander uncertainty tolerance on the two paths are also explored.Design/methodology/approachIn this study, 438 employees and their direct leaders from eight Chinese companies were surveyed in a paired survey at three time points, and the empirical data was analyzed using Mplus 7.4 software.FindingsPeer abusive supervision leads bystanders to develop assertive impression management motivation and, thus, to exhibit more proactive behaviors. At the same time, peer abusive supervision also causes bystanders to develop defensive impression management motivation, which reduces the frequency of performing proactive behaviors. In addition, this study finds that bystander uncertainty tolerance plays a moderating role in influencing bystander assertive impression management motivation and bystander defensive impression management motivation in response to peer abusive supervision.Originality/valueStarting from the bystander perspective, this study verifies the double-edged sword effect of peer abusive supervision on bystander proactive behavior as well as the mechanism of differentiated effects through cognitive appraisal, which broadens the scope of the research on abusive supervision, and deepens the academic understanding and development of the Cognitive Appraisal Theory of Stress. At the same time, it also provides new ideas for organizations to reduce the negative effects of workplace abusive behavior.

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.

The present may not be pretty: mindfulness intensifies the harm of abusive supervision on employee hostile attribution bias and deviant behavior

The present may not be pretty: mindfulness intensifies the harm of abusive supervision on employee hostile attribution bias and deviant behavior

Work calling and abusive supervision: Boon or bane in hospitality organization?

Although research on calling is increasing, there is still ample opportunity for a deeper understanding of how calling impacts employee behaviors in the workplace. Precisely, whether calling makes employees engage in constructive deviant behaviors for customers has remained unexplored. Drawing upon the attribution theory and the theory of planned behavior, the study proposes that work calling fosters a customer-focused constructive voice that prompts employees to engage in pro-customer rule-breaking. The study further examines the role of abusive supervision and job autonomy as boundary conditions to explain such employee behaviors. Two independent multi-wave and multi-source studies were conducted in hospitality organizations to examine the proposed hypotheses. This study extends the literature on constructive deviance by supporting the association between work calling and pro-customer rule-breaking mediated through constructive voice. This study also lends support for positive impacts of abusive supervision on individual employee level outcomes. The implications for academicians and practitioners are discussed.

The cross-level effect of team politics on “teamness” and “oneness” of frontline employees in the tourism industry: The moderating role of abusive supervision

Recently, researchers within the tourism industry have shown an increased interest in organizational politics. Following this line of research, our study investigates an important yet neglected issue in these studies: the cross-level effects of organizational politics as a team-level phenomenon. Our fundamental basis concerns how team politics perspectives disrupt team behavioural integration (how “teamness” is perceived) and individual organizational identification (the perception of “oneness”) and how abusive supervision amplifies this negative effect. Findings have shown that an investigation of this kind is fundamental for comprehensively understanding how workplace politics influence service employees as well as organizational consequences, yet this study explores team politics’ impact on team- alongside individual-level procedures and results. Abstract and empirical inferences obtained from this investigation are discussed.

Abusive supervision and turnover intention among public servants: the roles of psychological distress and person-organization fit

ABSTRACTThis study integrates social cognitive and cognitive dissonance theories to examine the influence of abusive supervision on public servants. By employing Hayes’ Process macro and investigating a cohort of 468 US public servants, we found that abusive supervision is positively related to turnover intention via psychological distress. Notably, the adverse impact of abusive supervision is more pronounced among subordinates with a strong person-organization fit. Given the prevailing retention challenges in the public sector, our research offers novel insights into retaining well-matched personnel through the cultivation of positive workplace social connections.

A hurting embrace does not last long: toxicity of abusive supervision erodes leader and organizational identification to cause turnover intention

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.

When abusive supervision affects creative idea sharing: Understanding the role of employee cheating and organizational justice

Getting employees to share their creative ideas has long been recognized as a vital source of organizational effectiveness. This research uses the conservation of resources theory to investigate how employee's creative idea sharing is affected by abusive supervision. Data for this research was collected from 209 employees and their immediate supervisors of generic nurses and medical dispensers of Southern Punjab public sector hospitals working under the Ministry of national health services regulation and Coordination. Data were then analyzed with the AMOS software package for simple regression and moderated mediation. This study found that with the increase in abusive supervision, employees develop cheating behavior, diminishing probability of sharing their creative ideas with coworkers. Along these lines, organizational justice moderates this relationship and attenuates the negative indirect effect of abusive supervision on creative idea sharing. The researchers recommended that organizations should develop training programs or coaching sessions for leaders to make them equip with essential interpersonal skills that can eradicate abusive supervision. Research implications, limitations, and future research directions are also discussed.

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.