Effects Of Abusive Supervision Research Articles

PENGARUH SIKAP KASAR PENGAWAS (ABUSIVE SUPERVISION) TERHADAP NIAT PINDAH (TURNOVER INTENTION)

The research objective to be achieved is to analyze the effect of abusive supervision on turnover intention. This research is classified as associative research. This research was conducted at PT Alamboga Internusa Denpasar. The object of research in this study is abusive supervision and turnover intention. The number of samples taken was 90 employees calculated by the method of determining the saturation sampling. Data collection is done through interviews and questionnaires. The results of this study show that abusive supervision has no effect on turnover intention. These results mean that the higher the supervisor's rude attitude will not affect the intention to move employees. The results of this study have an implication for PT. Alamboga Internusa regarding the supervisor's rude attitude does not affect the intention to move from PT Alamboga Internusa employees. Suggestions can be given to the management of PT Alamboga Internusa to reduce the abusive attitude of supervisors in order to reduce the intention to move employees. For further researchers, it is recommended to use other variables that can be the cause of turnover intention.
 Keywords: abusive supervision, turnover intention

Holding Abusive Managers in Contempt: Why and When Abusive Supervision Begets Interpersonal Justice

Research has demonstrated the social learning and trickle-down effect of abusive supervision in organizations. Our study proposes a novel perspective to highlight the agentic role of the abused sup...

Abusive Supervision: Group-Level Perception and Retaliation

Prior research provides various views on subordinates' workplace deviated behavior as retaliation against supervisory abuse, the effect of abusive supervision (AS) on subordinates as a group and their interpersonal relations gets poor attention. Grounded on the social exchange theory, the present study presents a model where a group of subordinates exhibits seemingly opposite discretionary behaviors in integration to combat supervisory abuse. In particular, this study posits that subordinates who experience abuse from the same supervisor form a group. This group bond provides them with enough power to involve in deviant behavior against their supervisor and supervisor's favored coworkers. Multiple source data were collected, and linear hierarchal regression in addition to process macro methodology was used for data analysis. Findings support the mediation hypotheses partially.

The Effect of Abusive Supervision on Service Sabotage: A Mediation and Moderation Analysis

The main purpose of this study is to understand how abusive supervision affects service sabotage. In this context, the mediating role of job alienation was examined. In addition, other purpose of this research is to investigate whether organization-based self-esteem moderates the relationship between abusive supervision and job alienation. The study was carried out with the participation of 336 employees working in hotel companies in different regions of Turkey. It was revealed that abusive supervision impacts on job alienation and service sabotage. Moreover, the study results showed that job alienation affects service sabotage. Job alienation has a mediating role whereas organization-based self-esteem does not have a moderating role. Finally, this study contributes to the management literature by providing a cross-section on the consequences of abusive supervision.

Leader sleep devaluation, employee sleep, and unethical behavior

ObjectivesThe objectives of this study is to examine the effect of leader sleep devaluation (which we define as leader behaviors that signal to employees that sleep should be sacrificed for work) on the sleep and unethical behavior of subordinates. DesignAcross 2 studies (with 3 total samples of participants), we use a cross-sectional survey, a diary study completed by employees, and a diary study completed by employees and their leaders. SettingStudy 1 – a convenience sample of working adults in Italy, including 575 subordinates nested under 140 leaders. Study 2A – 135 working adults recruited from Amazon’s Mechanical Turk. Study 2B – 127 employee-supervisor dyads recruited from the Study Response project. MeasurementsSurvey measures of leader behaviors, subordinates sleep, and subordinate unethical behavior. ResultsSleep devaluing leader behavior has harmful effects on employee sleep, and that these effects occur above and beyond the effects of abusive supervision and other alternative explanations. Subordinate sleep quality has a mediating role between leader sleep devaluation and subordinate unethical behavior. Effects for sleep quantity were inconsistent. ConclusionsLeaders can adversely influence the sleep and work experience of their subordinates. Specifically, sleep devaluing leader behavior undermines subordinate sleep, which in turn is associated with higher levels of subordinate unethical behavior.

The relationship between abusive supervision and unethical pro-organizational behavior: linear or curvilinear?

PurposeBased on social exchange theory and research on proactive personality, this study aims to explore the relationship between abusive supervision and unethical pro-organizational behavior (UPB), taking proactive personality as a boundary condition.Design/methodology/approachThis study conducted a two-wave questionnaire survey and used data from 353 Chinese employees of a diversified company to test the research hypotheses.FindingsThe relationship between abusive supervision and UPB varied with proactive personality. Specifically, abusive supervision had an inverted U-shaped effect on UPB when proactive personality was high, while abusive supervision was negatively related to UPB when proactive personality was low.Research limitations/implicationsMore research are encouraged to replicate our study in different cultural contexts. Besides, future research can gather data from dyads (e.g. supervisor–subordinate dyad and coworker–subordinate dyad) so as to increase the objectivity and validity of the data.Practical implicationsManagers should reduce abusive supervision and elevate proactive employees' moral awareness.Social implicationsThis study hopes that the authors’ findings will help practitioners to devote greater attention to managing proactive personality, abusive supervision and UPB in the organization.Originality/valueFirst, this study enriches the abusive supervision literature by identifying UPB as a consequence of abusive supervision. Second, this study provides a better understanding of the coping tactics used to combat abusive supervision. Third, this study uncovers a dark side of proactive personality by verifying the moderating effect of proactive personality.

상사의 비인격적 감독행위에 대한 인식이 객실승무원의 이직의도에 미치는 영향 : 직무스트레스의 매개효과를 중심으로

상사의 비인격적 감독행위에 대한 인식이 객실승무원의 이직의도에 미치는 영향 : 직무스트레스의 매개효과를 중심으로

Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision

The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of perceived abusive supervision with goal commitment in predicting organizational deviance and job performance. In particular, the extent to which goal commitment alleviates the deleterious effects of abusive supervision is examined such that when goal commitment is high, the indirect effects of perceived abusive supervision on job performance and organizational deviance via motivation control and self-defeating cognition were predicted to be weaker. The proposed model was supported by multisource and multiwave data. The understanding of when the deleterious effects of supervisor abuse as perceived by followers are likely might help the human resource personnel to adopt measures that buffer against such outcomes.

When do abusive leaders experience guilt?

Purpose Drawing from the appraisal theory, this paper aims to examine the conditions under which abusive leaders experience guilt and suggests that guilt motivates leaders to help followers. Design/methodology/approach A scenario study with a sample of 285 hospitality supervisors was used to test the theoretical model. Path analyses were conducted to test the three-way-moderated mediation model. Findings Results show a three-way interaction among enacted abuse, managerial abuse and agreeableness on the guilt: leaders are more likely to experience guilt over their enacted abusive supervision when they do not perceive their direct manager as abusive and when they are agreeable. Moreover, guilt mediates the relationship between enacted abuse and a leader’s intention to help their followers. Research limitations/implications This study shows that abusive supervisors pay an emotional cost for their enacted abuse (in terms of guilt). Practical implications Hospitality organization should assign non-abusive mentors to leaders, especially agreeable ones, to detect and reduce abusive supervision. Originality/value First, this study addressed the lack of research on the effect of abusive supervision on the abusers by studying the conditions under which abusive leaders experience guilt. Second, this study shows that because of guilt, abusive leaders have a higher intention to help their followers. It explains why abusive leaders can be helpful.

환대산업에서 상사의 비인격적 감독이 이직 의도에 미치는 영향 : 성별을 통한 조직 신뢰의 조절된 매개 효과를 중심으로

환대산업에서 상사의 비인격적 감독이 이직 의도에 미치는 영향 : 성별을 통한 조직 신뢰의 조절된 매개 효과를 중심으로

상사의 비인격적 감독이 종사원의 정서적 소진과 사보타주 및 고객지향성에 미치는 영향 : 여행업 종사원을 중심으로

최근 여행업의 일부 관리자들은 단기적으로 눈에 보이는 송출실적을 올리기 위해 종사원들을 강하게 압박하고 비인격적 감독을 서슴지 않고 있다. 그러나 이로 인한 부정적 효과보다는 목표 달성이라는 긍정적 효과로 문제가 전혀 되지 않는 경우도 발생하였다. 특히 우리나라 기업에서는 상명하복과 연공서열의 문화가 강하게 나타나 상사의 비인격적 감독에 대해 관대하게 다루어지고 있지만 비인격적 대우를 당한 종사원들은 부정적 태도를 형성하게 되며, 종사원의 부정적 태도는 고객과의 상호작용에 부정적 영향을 미치게 된다. 따라서 본 연구에서는 여행업에서 상사의 비인격적 감독이 종사원을 정서적으로 소진시키고, 사보타주 행동을 유발하여 결국 고객지향성을 낮추는 역할을 하게 된다는 가설을 실증적으로 검증하여 상사의 바람직한 종사원 관리 방안을 제안하고자 하였다. 본 연구의 목적을 달성하기 위해 기획여행상품을 판매하는 대형 여행사에 근무하고 있는 종사원을 대상으로 설문조사를 하여 182부의 설문지를 실증분석에 이용하였다. 요인분석결과 비인격적 감독, 정서적 소진, 사보타주, 고객지향성 모두 단일차원으로 구분되었고, 회귀분석결과 상사의 비인격적 감독은 정서적 소진과 사보타주에 유의한 정(+)의 영향을 미치고, 정서적 소진은 사보타주에 유의한 정(+)의 영향을 미치며, 사보타주는 고객지향성에 유의한 부(-)의 영향을 미치는 것으로 연구되었다. 정서적 소진은 고객지향성에 직접적으로 유의한 영향을 미치지 않는 것으로 나타났지만 사보타주의 선행요인으로 작용하는 것으로 연구되었다.

상사의 비인격적 감독이 직무스트레스를 매개로 조직동일시와 심리적 웰빙, 조직침묵에 미치는 영향 -여행업 종사원을 중심으로-

상사의 비인격적 감독이 직무스트레스를 매개로 조직동일시와 심리적 웰빙, 조직침묵에 미치는 영향 -여행업 종사원을 중심으로-

Effect of abusive supervision on subordinates’ discretionary behaviors

AbstractAlthough previous studies provide diverse perspectives on subordinate's deviant behavior as a reaction to abusive supervision (ABS), the influence of ABS on subordinates’ inter-personal relations received little attention. Grounded on social exchange theory, this study proposes that subordinates who are being abused by the same supervisor develop a bond among each other. That further provides strength to each of the abused group member to exhibit deviant behaviors against supervisor and non-abused peer group. Data were collected and analyzed through mediation analysis using AMOS. Using a sample of 920 employees from multi-sector organizations it was found that abused employees show citizenship behavior toward other abused peer-group members and counter-productive behavior toward supervisor and non-abused peer-group members. Moreover, citizenship behaviors created among the abused peer-group members partially mediate the relationship of ABS and counter-productive work behavior.

Stronger Together: Understanding How to Prevent, Reduce, or Eliminate Abusive Supervision at Work

Extensive research has documented the detrimental effects of abusive supervision at work. However, little effort has been made to investigate whether subordinates can proactively and collectively r...

Masking wrongs through brilliance: the moderating effect of vision on the relationship between abusive supervision and employee outcomes

ABSTRACTLeaders who exhibit abusive supervision often engage in rudeness and public criticism of subordinates. However, numerous examples exist of leaders who demonstrate such behaviour, while also articulating an inspiring vision that serves to engage their followers. Despite the existence of leaders who exhibit both abusive supervisory behaviour and visionary characteristics, little research has explored how these two variables – both potent, yet divergent, predictors of leader effectiveness – interact to impact followers. The purpose of this study was therefore to examine whether vision serves to moderate the relationship between abusive supervision and two follower outcomes – follower performance (quantity, practicality, and creativity) and affective commitment. Across two experiments, we found support for the hypothesized buffering effect of leader vision on the relationship between abusive supervision and performance quantity, both when abusive supervision was examined in its generalized form (Study 1) and when separated based on performance promotion or injury initiation attributions (Study 2). Vision also mitigated the negative effects of abusive supervision on creativity in Study 1, though these effects were not replicated in Study 2. Overall, our findings suggest that a leader’s vision impacts the way that followers respond to abusive supervision. Implications for leaders and organizations as well as future research directions are discussed.

Religion can Change Intentions: Interactive Effect of Abusive Supervision and Islamic Work Ethics on Workplace Gossip

Gossip at workplace can has serious implications for any organization. Knowing the reasons for existence of gossip can help in better management of gossip at workplace. This study examines the impact of abusive supervision on workplace gossip where gossip is divided into job related and non-job related gossip. Further, this study examines the moderating role of religion-driven work ethics i.e. Islamic work ethics on abusive supervision-workplace gossip relationship. Using convenience sampling technique, 144 individuals working in service sector of Pakistan were surveyed on adopted scales. Statistical techniques applied were correlation and moderated regression analysis. Results of the study show that abusive supervision is negatively related with both job and non-job related gossip. Further, it was found that Islamic work ethics moderate relationship of abusive supervision and job related gossip. We propose that managers may arrange special training sessions in organizations to enhance Islamic work ethics at workplace and minimize abusive supervision as both have important contributions towards lessening gossip at workplace.

Role ambiguity and economic hardship as the moderators of the relation between abusive supervision and job burnout: An Application of uncertainty management theory

Based on uncertainty management theory (Lind & Van den Bos, 2002; Van den Bos & Lind, 2002), we explored whether uncertainty in the workplace (role ambiguity) as well as off the workplace (economic hardship) moderates the relationship between abusive supervision and subordinates’ job burnout. Using survey method, we obtained 458 valid responses from employees in a transportation company in Taiwan. The results of moderated hierarchical regression showed that both role ambiguity and economic hardship induce the positive relationship between abusive supervision and subordinates’ job burnout. Abusive supervision related more strongly to job burnout when subordinates perceived higher role ambiguity (higher uncertainty) or higher economic hardship (higher uncertainty). As predicted, high uncertainty increases subordinates’ attentions to the injustice from abusive supervision and thus strengthens the negative psychological consequences of abusive supervision, regardless of whether the source of uncertainty corresponds to the source of (in)justice perception.

Why Abusive Supervision Impacts Employee OCB and CWB: A Meta-Analytic Review of Competing Mediating Mechanisms

Studies on abusive supervision have adopted justice and resource perspectives to explain its effects on employee organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). However, these studies have not provided a comprehensive account of why abusive supervision affects OCB and CWB and which of these two mediating mechanisms matters more. To address these questions, we conducted two studies using meta-analytic structural equation modeling. In the main study, we analyzed 427 primary studies that incorporated 973 independent correlations ( N = 336,236). The results showed that both organizational justice (the justice lens) and work stress (the resource lens) mediated the influence of abusive supervision on OCB and CWB. Furthermore, organizational justice accounted for a greater proportion of abusive supervision’s effect on OCB than did work stress, whereas work stress accounted for a greater proportion of abusive supervision’s effect on CWB than did organizational justice. Finally, between-study moderation analyses showed that the effect of abusive supervision on CWB was stronger in masculine cultures than in feminine cultures. The supplementary study incorporated effect sizes from six existing meta-analyses ( N = 151,381) and largely replicated the main study’s findings.

How moral efficacy and moral attentiveness moderate the effect of abusive supervision on moral courage?

Moral courage is a competency exercised in the workplace as employees face ethical challenges with a moral response. Managers exert considerable effort to foster subordinates’ moral courage given its positive organisational consequences. However abusive supervision, not uncommon in the organisational context, negatively affects moral courage. The purpose of this article is to examine the relationship between abusive supervision and moral courage as well as to test the moderating roles of moral efficacy and moral attentiveness on that very relationship. Data were collected from six public hospitals in Pakistan. The sample included 359 nurses and 121 nurse heads. The moderating roles were tested using the moderated hierarchical regression analysis. Results revealed that there was a significant negative relationship between abusive supervision and moral courage. In addition, this very relation was weaker when both moral efficacy and moral attentiveness were higher than when they were lower. The study provided new insights into the influence that abusive supervision might have on nurses’ moral courage and it also offered a practical assistance to employees in the health care industry and their leaders that moral efficacy and moral attentiveness would act as neutralisers in mitigating the pernicious effect of abusive supervision on nurses’ moral courage.

The Effect of Abusive Supervision on Subordinates’ Displaced Aggression: Focusing on the Serial Multiple Mediation of Psychological Contract Breach and Job Stress

The Effect of Abusive Supervision on Subordinates’ Displaced Aggression: Focusing on the Serial Multiple Mediation of Psychological Contract Breach and Job Stress