Abusive Supervision Research Articles

Does work–family conflict lead to abusive supervision in the construction projects? The role of project commitment and psychological resilience

Drawing on conservation of resources theory, the study aimed to investigate the relationship between work–family conflict (time-based, strain-based and behavior-based) and project manager abusive supervision in the presence of mediating mechanism and boundary condition. Time-lagged data were collected from 235 respondents working on construction projects to examine the proposed relationships by utilizing regression analysis. Findings indicated that the dimensions of work–family conflict had a positive significant relationship with abusive supervision and negative relationship with project commitment. Additionally, project commitment mediated the relationships and psychological resilience were found to alleviate the negative influence of work–family conflict on project commitment. Surprisingly, the results delineated that strain-based work–family conflict have more pronounced influence in instigating abusive supervision. This study is unique as it broadens the empirical research on work–family conflict and more particularly negative supervisor behavior in the project context.

The Consequences of Abusive Supervision : Examining the Role of Self-efficacy and Job Autonomy

The Consequences of Abusive Supervision : Examining the Role of Self-efficacy and Job Autonomy

Impact of Abusive Supervision on Breach of Psychological Contract and Knowledge Hiding Behavior: Does Spirituality Curtails this Relationship at the Workplace?

Aim of the Study: This research analyzes the impact of abusive supervision on breach of psychological contract and knowledge hiding behavior with the moderating role of spirituality of employees working in project-based organizations. Methodology: Project based organizations are selected as employees are hired based on the required projects till completion of projects. It is pertinent to study that how they face abusive supervision and in the result of this they develop knowledge hiding behavior. Self-administered questionnaires were distributed to 200 employees of project-based organizations, however, 189 individual responded. Findings: The result shows that abusive supervision positively impacts the breach of psychological contract and knowledge hiding behavior. The results also reveals that individual spirituality reduce the impact of BPC on knowledge hiding behavior. Conclusion: The study depicted that the abusive supervision impact the knowledge hiding behavior among the employees, therefore, strategies should be design at organizational level in order to overcome such issues in such organizations which requires timely completion of projects.

Surviving in Temporary Aircrew Workplaces: Coping With Intermittent Abusive Supervision in Dynamic Supervisor–Subordinate Relationships

This study explores how victims of intermittent abusive supervision cope in the context of temporary professional teams where supervisor–subordinate relationships are transient and constantly shifting. Employing critical incident interviews with 23 non-management aircrew and using thematic data analysis, this study revealed that transient leader–member exchanges make supervisory abusive behaviors less enduring and more predictable. This provides opportunities to mitigate/eliminate workplace stressors through prevention strategies, including ingratiation, localization, withdrawing shifts, and seeking instrumental support. The study identifies victim coping tactics with different foci in three phases: pre-occurrence, proceeding, and post-occurrence. Our research extends Lazarus and Folkman’s theory of stress, appraisal, and coping, developing a theoretical framework for victims’ appraisal and coping mechanisms of abusive supervision in temporary working contexts. It offers evidence-based recommendations for HR practitioners to formulate policies addressing the detrimental effects of abusive supervision. This is particularly significant in industries like aviation or other ad-hoc sectors employing flexible membership.

Bearing the brunt: a daily diary examination of abusive supervision and the sustaining role of coworkers’ support

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.

Stress as a mediator between abusive supervision and clinical nurses' work outcomes.

This study aimed to test whether stress could mediate the association between abusive supervision and nurses' work engagement, absenteeism, and turnover intention. Abusive supervision has been attributed to suboptimal work performance and reduced productivity among employees in different sectors. While existing nursing literature links abusive supervision to a wide range of work-related outcomes in the nursing workforce, little is known regarding the mechanism underlying this relationship. Data for this descriptive study were collected from 770 direct-care nurses from seven acute care hospitals in the Philippines, utilizing five standardized scales. Abusive supervision had direct positive effects on absenteeism (β=.189, p<.001) and intent to leave (β=.138, p<.001) and a direct negative effect on job engagement (β=-.131, p<.001). The relationships between abusive supervision and absenteeism (β=.175, p<.001), intent to leave (β=.131, p<.001), and work engagement (β=-.122, p<.001) were partially mediated by stress. Stress mediated the relationship between abusive supervision and nurses' work outcomes, including turnover intention, absenteeism, and work disengagement. The evident connection between abusive supervision, stress, and work-related outcomes underscores the importance of focusing on enhancing managerial supervisory styles as a potential organizational strategy to enhance staff retention and well-being.

Abusive supervision, dehumanization, knowledge hiding behavior and psychological capital – a daily diary method study

PurposeKnowledge is the source of competitive advantage, but when shared at all levels. Unfortunately, there is a universal unruly present in the form of knowledge hiding at employees’ level, but the causes and remedies are still vague as past studies have rarely investigated the causes of daily knowledge hiding behavior. Against this backdrop, this study aims to entail a daily diary method investigation of the role of daily abusive supervision in daily employees’ knowledge hiding through the mediation of dehumanization and moderation of psychological capital.Design/methodology/approachThe data for this study is collected using a daily diary method approach, which estimates the daily workplace events and their continuous influence on employees’ feelings (i.e. dehumanization) and actions (knowledge hiding). The daily responses of 279 respondents were considered useful for analysis purposes.FindingsThe findings of the study revealed that the daily events of abusive supervision have both direct and indirect (through dehumanization) influence on employees’ daily knowledge hiding behavior. Moreover, psychosocial capital has a significant conditional influence in the relationships of negative workplace treatments (abusive supervision and dehumanization) and their outcomes (i.e. knowledge hiding).Research limitations/implicationsThe study provides some theoretical and practical insights by providing the explanatory and coping mechanism between continuous abusive supervision and daily knowledge hiding behavior.Originality/valueThere is a dearth of literature that has focused on daily episodes of abusive supervision, dehumanization and knowledge hiding behavior. Furthermore, the moderating role of psychological capital has also been rarely investigated.

How does goal orientation affect employees’ perception of abusive supervisors?

PurposeGoal orientation shapes employees’ approach to and interpretation of workplace aspects such as supervisors’ behavior. However, research has not fully examined the effect of goal orientation as an antecedent of abusive supervision. Drawing from victim precipitation theory, this study aims to fill this research gap by investigating how employees’ goal orientation influences their perception of abusive supervision.Design/methodology/approachTwo studies were conducted to test the hypotheses. In Study 1, 181 employees in 45 departments participated in the survey, and multilevel confirmatory factor analysis, two-level path model and polynomial regression were used. In Study 2, 108 working adults recruited from a professional online survey platform participated in a two-wave time-lagged survey. Confirmatory factor analysis, hierarchical linear regression and polynomial regression were used.FindingsThis study found that employees’ learning goal orientation was negatively related to their perception of abusive supervision. In contrast, performance-avoidance goal orientation was positively related to their perception of abusive supervision, whereas performance-approach goal orientation was unrelated to this perception. Moreover, employees’ perception of abusive supervision was greater when learning and performance-approach goal orientation alignment occurred at lower rather than higher levels, and when performance-avoidance and performance-approach goal orientation alignment occurred at higher rather than lower levels.Originality/valueThis research identified two novel victim traits as antecedents of abusive supervision – employees’ learning goal orientation and performance-avoidance goal orientation. Furthermore, adopting a multiple goal perspective, the authors examined the combined effects of goal orientation on employees’ perception of abusive supervision.

Rotten apples in bad barrels: Psychopathy, counterproductive work behavior, and the role of social context

SummaryThere is an inherent interest in the implications of psychopathic employees, although attention, to date, is more pronounced in public media than in the scientific literature. In this study, we use behavioral threshold theory to propose a curvilinear relationship between employees' psychopathy and their counterproductive work behavior (CWB). Our predictions were corroborated across three studies involving two countries while controlling for narcissism and Machiavellianism. Specifically, we find that the destructive nature of psychopathy is amplified with accelerated levels of CWB among individuals high on psychopathy. These results address mixed and unexpected findings in the literature, thereby offering a more nuanced understanding of the psychopathy–CWB relationship. Drawing additionally on trait activation theory, we examine the moderating effects of social context as manifested in relationship conflict with coworkers and abusive supervision. Results support the moderated hypotheses such that the psychopathy–CWB curvilinear relationship is stronger in negative social environments for both self‐rated and other‐rated CWB assessments. As the relationships between individuals' dark traits and behavioral outcomes are likely more complex than simple linear relations, we advocate future research to combine complementary theoretical lenses for improved theoretical precision.

Understanding the linkage between abusive supervision and counterproductive work behavior: the role played by resilience and psychological contract breach

Understanding the linkage between abusive supervision and counterproductive work behavior: the role played by resilience and psychological contract breach

Unveiling the interplay between leadership behavior and leader well-being: a person-centered approach

PurposeDrawing on COR theory and based on a person-centered approach, this study aims to explore profiles of both leadership behavior (transformational leadership, abusive supervision) and well-being indicators (cognitive irritation, emotional exhaustion). Additionally, we consider whether certain resource-draining (work intensification) and resource-creating factors (leader autonomy, psychological contract fulfillment) from the leaders' work context are related to profile membership.Design/methodology/approachThe profiles are built using LPA on data from 153 leaders and their 1,077 followers. The relationship between profile membership and correlates from the leaders' work context is examined using multinomial logistic regression analyses.FindingsLPA results in an interpretable four-profile solution with the profiles named (1) Good health – constructive leading, (2) Average health – inconsistent leading, (3) Impaired health – constructive leading and (4) Impaired health – destructive leading. The two groups with the highest sample share – Profiles 1 and 3 – both show highly constructive leadership behavior but differ significantly in their well-being indicators. The regression analyses show that work intensification and psychological contract fulfillment are significantly related to profile membership.Originality/valueThe person-centered approach provides a more nuanced view of the leadership behavior – leader well-being relationship, which can address inconsistencies in previous research. In terms of practical relevance, the person-centered approach allows for the identification of risk groups among leaders for whom organizations can provide additional resources and health-promoting interventions.

Unleashing the Underlying Mechanism to Reduce Abusive Supervision

Unleashing the Underlying Mechanism to Reduce Abusive Supervision

Toxic Leadership in Emergency Nurses: Assessing Abusive Supervision and Its Team-Level Impacts on Conflict Management and Organizational Commitment

Background. Emergency departments suffer from authoritarian and manipulative leadership styles that affect team dynamics, emotional exhaustion, and quality patient care. However, little research specifically explores these toxic leadership effects on conflict management and nurses' organizational commitment. Objectives. This cross-sectional study aimed to assess the correlations between perceived toxic leadership, conflict resolution strategies, and commitment dimensions among emergency nurses while evaluating conflict tendencies as a mediating mechanism. Methods. A cross-sectional design that included multiple regression and mediation analyses was utilized. The sample consisted of 387 emergency nurses from five major Saudi hospitals surveyed using validated scales that measure perceived toxic leadership, conflict styles, and organizational commitment. Results. High prevalence rates for perceived authoritarian (77%), narcissistic (75%), and unpredictable (63%) leadership were reported. Increased toxicity was positively related to dominating and avoiding conflict styles but negatively related to integrating and compromising strategies. Toxic leadership is also associated with lower affective/normative commitment but higher continuance commitment. Conflict management partially mediated the leadership-commitment relationship, which explained 29% of the total effect. Finally, higher experience and education predicted greater perceived toxicity. Conclusions. The significant correlations between destructive leadership, adverse conflict, and reduced commitment in emergency nurses underscore the need for context-specific leadership training. Fostering supportive environments through multifaceted interventions can counteract toxicity impacts, impart constructive communication techniques, improve nurse well-being, and ensure high-quality patient care. As conflict tendencies and nurse characteristics influence susceptibility to detrimental leadership, tailored programs addressing experience levels are vital.

Incivility, Mobbing, and Abusive Supervision: A Tripartite Scale Development Study

Using qualitative and quantitative methodologies, in three consecutive studies with employed samples, we developed measures of workplace incivility, mobbing, and abusive supervision sensitive to the nuances of a non-Western context (i.e., Türkiye). In Study 1, we first conducted 15 focus groups (N = 149), identified culture-specific and universal themes underlying the focal mistreatment types, and developed the initial scales. We then pilot-tested (N = 427) and refined the scales using exploratory factor analytic procedures. In Study 2, confirmatory factor analyses (N range = 456-524) and associations between the new scales and their widely used counterparts (N = 353) yielded evidence for the construct validity of the scales. Study 2 also involved the development of short forms of relatively long incivility and abusive supervision scales. In Study 3 (N = 482), we first examined the extent to which the three scales were operationally distinct. Second, we examined the scales’ ability to predict burnout and organizational commitment. Results supported operational distinctiveness as well as the criterion-related validity of the scales. A dominance analysis revealed that the three scales had equivalent contributions in explaining the two outcome variables, further justifying their distinctiveness. We argue that the use of present scales is not necessarily restricted to the Turkish context and may prove useful more broadly in other neo-traditional contexts.

An investigation on the relationship of abusive supervision with knowledge hiding and organizational deviance: The mediating roles of employee silence and negative affectivity

BACKGROUND: Sharing of knowledge and positive workplace behavior by employees are perquisites for the success of every organization. The present study realized the significance of knowledge sharing and positive behavior in a country like India where high-power distance culture is prevalent. OBJECTIVE: The present research aimed to investigate the influence of abusive supervision on knowledge hiding and employee organizational deviance. In addition mediating roles negative affectivity and employee silence were alsotested. METHODS: Data was gathered from 420 employees working in a service organization in India. SPSS vs. 23 and Amos vs. 24 were used for data analysis purposes. The techniques of SEM were applied to test the proposed hypotheses in the present research. RESULTS: The study found the positive and significant influence of abusive supervision on knowledge hiding, but the insignificant influence of abusive supervision on employee organizational deviance. The results also reflected the full mediating role of negative affectivity but the partial intervening or mediating role of employee silence between the relationships of abusive supervision with knowledge hiding and employees’ organizational deviance. CONCLUSION: The study suggested the management introduce various measures to reduce abusive supervision leading to negative consequences.

Why I am trapped in the spiral of abuse? A nexus of low core self-evaluations and job dependency

PurposeThe present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived job dependency) make an employee trapped in the spiral of supervisory abuse. In addition, the work–family spillover lens is used to explain how employees' retaliation is targeted at their families in response to abuse from their bosses.Design/methodology/approachThe current study has employed a three-wave longitudinal moderated mediation design and analysed data from 265 employees working in the hospitality industry of Pakistan.FindingsThe results of this study have shown that low core-self evaluations put employees in a spiral of supervisory abuse and they instil aggression towards their families. This association is further strengthened when employees are dependent on their job.Originality/valueThis study is one of the first to use the “Barriers to Abusive supervision” model to answer who and in which conditions tend to trap in the spiral of abuse and integrate the work-to-family interface model for elaborating the outcomes to the family domain.

A breath of toxic air: The relationship between appraised air pollution, abusive supervision, and laissez-faire leadership through the dual-mediating pathways of negative affect and somatic complaints.

Air pollution has become a global public health hazard leading to debilitating effects on physical, mental, and emotional health. Management research has just begun to explore the effects of air pollution on employees' work life. Drawing from the transactional theory of stress (Lazarus & Folkman, 1984) and crossover theory (Westman, 2001), we argue that appraisal of air pollution is an important factor that influences leaders and their behavior with subordinates. Specifically, we propose that when leaders appraise severe air pollution, they are more likely to behave abusively toward their subordinates and engage in laissez-faire leadership. We also propose that this relationship is mediated by leaders' experience of somatic complaints and negative affect. We test our model using an experience sampling study in India of leaders and followers who were located in different cities from each other. Overall, our results highlight how air pollution appraisals can harm not only the leader experiencing the pollution but also subordinates of those leaders. In other words, our counterintuitive finding is that subordinates may be harmed by air pollution to which they are not even directly exposed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND ABUSIVE SUPERVISION

Abusive supervisors create pressure on employees and make them feel uncomfortable. People abused by thşe supervisors may be ostracized or supported by other employees. This tendency is actually significant in showing how organizations stand against abusive supervisors. Perceived organizational support can give an idea of how employees tend to be. The purpose of this study is to examine the relationship between perceived organizational support and abusive supervision. In accordance with this purpose, data was collected from 93 nurses in Turkey. IBM SPSS program was used to analyze the data. After the factor analysis Pearson correlation coefficient was found and ANOVA analysis was performed. Finally, regression analysis was performed. Abusive management was found to have a significant effect on perceived organizational support. However, the level of this effect was determined to be small. Similar studies were conducted in other countries and higher results were found. The value obtained in Turkey was relatively lower. These findings can be used by top managers. It can also provide a guidance to the scholars.

Abusive supervision and psychological well-being: the mediating role of self-determination and moderating role of perceived person-organization fit

PurposeToday, psychological well-being is increasingly valued by organizations because it is integral to employee performance. The style of leaders supervising their subordinates is an important influence on their psychological well-being. Abusive supervision can lead to a depletion of resources among their subordinates by inducing psychological stress, leading to a decline in psychological well-being. In this research, the authors use the conservation of resources (COR) theory and self-determination theory to examine the mechanism between abusive supervision and psychological well-being. This study can contribute to previous research by applying the COR theory and self-determination theory, which were not discussed, to explain the relationship between leader's leadership behavior and psychological well-being of organizational members.Design/methodology/approachThe authors conduct a multi-time data collection method of two waves with six-week intervals. The authors received 322 samples and conducted a confirmatory factor analysis to test result validity and used multiple regression to examine the direct and moderating effects. Additionally, the authors used the bootstrapping method to test mediating effects.FindingsThe results show that abusive supervision is negatively related to psychological well-being and self-determination plays the mediating role between them, while perceived person-organization fit is the moderator between self-determination and psychological well-being.Originality/valueThe authors identified self-determination as the mediator between abusive supervision and psychological well-being and perceived person-organization fit plays the moderating role between self-determination and psychological well-being.

Do office tyrants and centralized decision making drive workplace creative behaviours?

Based on affective events theory and the cognitive–affective processing system, this study explores indirect positive and negative effects of perceived abusive supervision on employee creativity through employees' affective reactions at work and how the centralization of decision making can moderate the associations between employee‐perceived abusive supervision and anxiety/anger. Using a cross‐lagged panel method to collect an effective sample of 200 employee participants which provided three‐week survey data, we tested causality between research variables with a structural equation modelling analysis using Mplus 8.0. The findings showed that a positive effect on employee creativity may occur when an employee experiences anxiety rather than anger when subject to abusive supervision. In addition, the influence of employee‐experienced abusive supervision on employee anger increases when the organization has highly centralized decision making, which hinders employees' creative performance. Theoretically and practically, this study contributes interesting and somewhat conflicting views to three areas of management literature—abusive supervision, employees' affective reactions and creativity management—including challenging the supposition that only uplifting styles of leadership can encourage employees to create new ideas.