Effects Of Abusive Supervision Research Articles

Association between abusive supervision and nurses’ withholding voice about patient safety: the roles of impression management motivation and speak up-related climate

BackgroundAbusive supervision by the nurse manager significantly influences nurses’ withholding voice about patient safety. The role of impression management motivation and speak up-related climate is crucial in understanding their connection. This study aimed to explore the relationship between abusive supervision, impression management motivation, speak up-related climate, and withholding voice about patient safety.MethodsThis cross-sectional study employed a convenience sampling method to recruit 419 clinical nurses from Taizhou Hospital, Zhejiang Province, China, between 1 November 2022 and 31 January 2023. The study adhered to the STROBE checklist. Abusive supervision and impression management motivation were assessed using the Chinese versions of the Abusive Supervision Scale and the Impression Management Motivation Scale, respectively. Withholding voice about patient safety and speak up-related climate were identified using the Chinese version of the Speaking Up about Patient Safety Questionnaire.ResultsNurse leaders’ abusive supervision (β=0.40, p<0.01) and nurses’ impression management motivation (β=0.10, p<0.01) significantly and positively influenced nurses’ withholding voice about patient safety. We introduced impression management motivation as a mediating variable, and the effect of abusive supervision on nurses’ withholding voice decreased (β from 0.40 to 0.38, p< 0.01). Nurses’ speak up-related climate played a moderating role between abusive supervision and impression management motivation (β= 0.24, p<0.05).ConclusionsAbusive supervision by nursing leaders can result in nurses withholding voice about patient safety out of self-protective impression management motives. This phenomenon inhibits nurses’ subjective initiative and undermines their proactive involvement in improving patient safety, and hinders the cultivation of a culture encouraging full participation in patient safety, which should warrant significant attention.

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

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

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&#x2013;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&#x2019; PsyCap resources.

The “Life” Consequences of Abusive Supervision: Abusive Supervision and Employee Procreation

The “Life” Consequences of Abusive Supervision: Abusive Supervision and Employee Procreation

The Effect of Abusive Supervision on Leadership Identification and Customer Orientation and Its Impact on Job Performance

Based on Social Identity Theory dan Conservation of Resources Theory, this study aims to examine the effect of Abusive Supervision on Leadership Identification and Customer Orientation, the effect of Leadership Identification on Job Performance, the effect of Customer Orientation on Job Performance, and the effect of Abusive Supervision on Job Performance. The type of research is Explanatory Research. The number of samples in this study were 200 salespeople at a retail store in Pamekasan Regency, Data collection using a questionnaire, with simple random sampling method. Data analysis using Structural Equation Model-AMOS. The results showed that: Abusive Supervision have a negative and significant effect on Leadership Identification, Abusive Supervision have a negative and significant effect on Customer Orientation, Leadership Identification have a positive and significant effect on Job Performance, and Customer Orientation have a positive and significant effect on Job Performance

The Effect of Abusive Supervision on Intention to Leave: The Mediating Role of Psychological Safety

İstismarcı yönetimin çalışanlara ve örgütlere olumsuz etkileri uzun zamandır araştırılmaktadır. İstismarcı yönetimin çalışanların işten ayrılma niyetlerine etkisinde çalışanların psikolojik durumlarının nasıl bir role sahip olduğunun da incelenmesi önemlidir. Bu nedenle araştırmanın amacı, istismarcı yönetimin çalışanların işten ayrılma niyetlerine etkisinde psikolojik güvenliğin aracılık rolünün tespit edilmesidir. Araştırma kapsamında İstanbul ilindeki 417 çalışandan anket verisi toplanmıştır. Analizler sonucunda istismarcı yönetim algısının çalışanların işten ayrılma niyetine etkisinde psikolojik güvenliğin aracılık rolü olduğu sonucuna ulaşılmıştır. Bulgulara göre yönetimin istismarcı yapısı çalışanların işten ayrılma niyetini önemli düzeyde arttırmaktadır. İstismarcı yönetim çalışanların psikolojik güvenliklerini olumsuz yönde etkilemektedir. Ayrıca psikolojik güvenlik algısı ise çalışanların işten ayrılma niyetlerini azaltmaktadır. Araştırmada istismarcı yönetimin çalışanların psikolojik bütünlüklerine ve firmanın insan sermayesine verdiği zararlar tartışılmıştır. Araştırma sonuçları istismarcı yönetim tarzının çalışanlar üzerindeki olumsuz etkilerini göstermesi açısından önemlidir.

Perceptual Differences of Employees Towards the Consequences of Abusive Supervision in the IT Sector

The research aims: The present study attempts to investigate the perceptual difference towards the consequences of abusive supervision amongst employees of the Indian IT sector who are working and not working under abusive supervision. Design/Methodology/Approach: The study considered the factors of consequences of abusive supervision as per the model by Zhang &amp; Liao, (2015). The research is a descriptive type having an inferential approach and data was collected from 378 employees who are working in the IT industry, with the help of a questionnaire. Research Findings: The study categorized the respondents from the IT Industry, who were working and not working under abusive supervision with the help of the Tepper scale (2000), and found that there exists a perceptual difference between them towards consequences of abusive supervision. Also, there exist gender-wise perceptual differences regarding the consequences of abusive supervision. Theoretical contribution/Originality: The study adds to the literature by demonstrating the perceptual difference between employees working in the IT industry, towards consequences of abusive supervision who are working under abusive supervision and non-abusive supervision. Practitioner/Policy implication: The narrative is given to handle abusive supervision, which can be used by employees working in the IT sector and can be further generalized for employees of other sectors as well. Research limitation: The study examines the perceptual difference between employees of the IT sector towards the consequences of abusive supervision concerning only gender as a demographic factor. Also, the sample is restricted to the employees of the IT sector in India. Keywords: Leadership, Abusive supervision, Consequences, Perception, IT sector JEL Classification: J21, J24, J28, N35

The effects of abusive supervision on the behaviors of employees in an organization

This study explores abusive supervision's effects on cyberloafing and turnover intention, directly and indirectly via psychological well-being and emotional exhaustion, using SET and COR theories and how OCB moderates these associations. We examine these associations among 402 Bangladeshi health, banking, public-private schools, aviation, and consulting service providers. Findings show that psychological well-being and emotional exhaustion modulate the relationships between abusive supervision, cyberloafing, and turnover intention. Employee engagement in OCB minimizes cyberloafing and turnover intentions and increases productivity. One of the few studies to evaluate how abusive supervision impacts psychological well-being and occupational harassment-related psychological distress and emotional exhaustion in Bangladesh views similar incidents in this study.

The effects of abusive supervision on cyberloafing behavior

With the development of the Internet, cyberloafing becomes the workplace problem for many organizations. It will negatively influence organisations’ productivity and performance. In this study, we examined the direct and indirect relationship (via meaningful work) between abusive supervision and cyberloafing, based on the theory of social cognition and social exchange. Data collected from 183 participants were analysed using hierarchical regression. The results showed that abusive supervision has a significant positive impact on cyberloafing, both directly and indirectly. We suggest that organizations should reduce abusive supervision by leaders and take measures to cultivate employees ' sense of work meaning.

The Effects of Abusive Supervision on Employee Performance

The Effects of Abusive Supervision on Employee Performance

The effect of abusive supervision on turnover intentions: on-the-job embeddedness versus traditional attitudinal constructs

Abstract Our paper examines whether the impact of abusive supervision on on-the-job embeddedness (JEM) is stronger than on job satisfaction (JSAT), affective organizational commitment (AOC), and turnover intentions. We also examine whether the mediation impact of on-the-JEM in the linkage between abusive supervision and turnover intentions is stronger than the mediation impacts of JSAT and AOC. Data gathered from restaurant service workers in three waves in Ghana were used to test the abovementioned linkages via structural equation modeling. The findings illustrate that all hypotheses are supported. Specifically, the influence of abusive supervision on on-the-JEM is stronger than on traditional attitudinal variables. Additional findings demonstrate that the mediation effect of on-the-JEM in the relationship between abusive supervision and proclivity to quit is stronger than the mediation effects of JSAT and AOC. Implications for theory and managers are offered in our paper.

I Am Impacted by Your Motives Than Your Abuse: Effects of Abusive Supervision on Dysfunctional Voice

Abusive supervision undermines subordinate’s extra role behaviors such as voice. However, certain subordinates see positive motives in their supervisor’s abusive behaviors. Taking insights from the attribution-based theory of workplace harassment, we suggest that subordinates attribute leader’s abusive supervision to three motives: injury initiation, leader-centric performance promotion and follower-centric performance promotion. We contend that the more the follower attributes their leader’s abusive behavior to injury initiation and leader-centric performance promotion motives, the more likely they are to engage in defensive voice. Contrarily, we posit that the more the follower attributes their leader’s abusive behavior to follower-centric performance promotion motive, the less likely they are to engage in defensive voice. Pilot Study employs a one-time, single-source design to test the psychometric properties of the focal measures and construct validity of the follower-centric and leader-centric performance promotion motives. Main Study employs a multi-source, time separated design to test mediation and moderated-mediation hypotheses via structural equation modeling. Further, the theoretical and practical implications of the findings are discussed.

Perceived Supervisor Narcissism, Abusive Supervision, Subordinate Shame and Turnover Intention

Although abusive supervision is a low base rate phenomenon, its detrimental effects on employees and organizations are well documented and the annual monetary loss is estimated to be over billions (Tepper, Moss, & Duffy, 2011). Beyond the consequences, research has called for more attention into the causes of abusive supervision. Integrating the theory of threatened egotism with insights from the identity threat framework, we examine the antecedent and consequences of abusive supervision by investigating the relationships among perceived supervisor narcissism, abusive supervision, and subordinate shame and turnover intentions. Additionally, we explore the moderating effect of subordinate organizational tenure. In a sample of 411 employees recruited from an online panel, we found support for our hypotheses. Theoretical and practical implications and future research are also discussed.

상사의 비인격적 감독과 동료 지원인식이 지식공유에 미치는 영향: 사회적 교환이론을 중심으로

The purpose of this study is to examine the process through which interactions with leaders and colleagues affect knowledge sharing among organizational members, and to verify the mediating effect of psychological safety between two variables. Previous studies related to knowledge sharing have independently studied leadership or interpersonal relationships such as trust or fairness, but have not dealt with them in an integrated way. This study focused on the effect of abusive supervision and perceived colleagues support on knowledge sharing. Also, in this process, psychological safety was set as a mediator and this was verified. To verify this, 163 members of 5 service organizations were surveyed and data were collected. As a result, it was found that abusive supervision had a negative effect on knowledge sharing, and members who recognized the support of their co-worker shared more knowledge. Also, it was confirmed that psychological safety partially mediates between abusive supervision and knowledge sharing, and completely mediates between perceived co-worker support and knowledge sharing. In the conclusion section, the theoretical and practical implications of this study were discussed based on the empirical analysis results, and the limitations of the study and future research directions were presented.

Job satisfaction and public service motivation in Australian nurses: the effects of abusive supervision and workplace bullying

Workplace mistreatment is common in healthcare, especially among nurses, who may experience mistreatment from different sources, yet must carry out essential, public-facing duties. However, researchers have typically studied forms of mistreatment in isolation. This paper investigates the combined relationship between abusive supervision (i.e., vertical mistreatment) and workplace bullying (i.e., horizontal mistreatment) on job satisfaction and public service motivation among nurses. Drawing from self-determination theory, we examine how experiencing workplace mistreatment can thwart the fulfilment of psychological needs, operationalised as job satisfaction. Experiencing workplace bullying alongside abusive supervision is predicted to worsen this relationship. In turn, nurses are less likely to internalise their organisation’s values, leading to less public service motivation. We tested our hypotheses on 219 Australian public sector nurses via an online survey, with a temporal separation of six weeks. Results suggest that abusive supervision has an indirect negative association with public service motivation, via job satisfaction. Workplace bullying moderated the indirect relationship at high and low levels, though the indirect relationship was stronger at low levels. Our study contributes to a well-rounded understanding of workplace mistreatment, particularly within the context of self-determination theory, and to our understanding of how public service motivation is affected by employees’ social environment.

Consequences of abusive supervision on Indian service sector professionals: a PLS-SEM-based approach

PurposeThe present study aims to investigate the direct and indirect relationship between abusive supervision (AS) and employees’ intention to quit (ITQ) and employee misconduct (EM). Though the direct relationship was investigated in past studies; however, the indirect effect of the said relationships via workplace ostracism (WO) and the interaction effect of resilience on the direct relationship based on the conservation of resource theory and social exchange theory were hardly explored.Design/methodology/approachThe data was collected through a cross-sectional survey using standardized measures. In the current study, the responses from 575 respondents were analysed using partial least squares structural equation modeling to test the hypotheses.FindingsThe study’s findings stressed that AS positively affects an employee’s ITQ and EM. WO was found to be a significant mediator and resilience as a significant moderator for AS, ITQ and EM relationships.Originality/valueThe study is one of the few studies in the Indian context linking AS to ITQ and EM in the presence of WO as a mediator and resilience as a moderator.

The Analisis Pengaruh Abusive Supervision terhadap Employee Creativity dengan Sleep Deprivation, Emotional Exhaustion, dan Self Efficacy sebagai Mediator

The television industry has undergone many changes and disruptions and is always required to be creative in order to survive. Creative television employees play an important role in the company's performance in the midst of unfavorable environmental conditions. This study aims to examine the effect of abusive supervision on employee creativity, sleep deprivation, emotional exhaustion, and self efficacy. Besides aiming to examine the effect between variables, this study also intends to examine the impact of related variables to employee creativity and its mediating roles were also investigated. This research employed a quantitative study with an online survey of 203 television station employees in Indonesia. The structural Equation Modeling (SEM) method was used to analyze the data. Based on the research that has been done, the results showed that abusive supervision was not proven to directly and significantly affect employee creativity, this is due to the low level of abusive supervision in the television industry. However, abusive supervision has been shown to increase sleep deprivation, emotional exhaustion, and decrease employee self efficacy. This study also found that employee creativity was strongly influenced by employee self efficacy. Lastly, the results indicated that self efficacy could act as a potential mediator between abusive supervision and employee creativity.

The Effect of Abusive Supervision on Employee Creativity: The Mediating Role of Negative Affect and Moderating Role of Interpersonal Harmony.

This study investigates the relationship between abusive supervision and employee creativity by shedding light on the mediating role of negative affect and the moderating role of interpersonal harmony. Based on affective events theory, it was hypothesized that abusive supervision impacts employees’ negative affect and their creativity. Data from a questionnaire survey of 398 Chinese employee–supervisor dyads were collected and analyzed. The results support our hypotheses, address unexplored theoretical predictions, and suggest that organizations should deal with the factors undermining employees’ emotions to improve their creativity.

CONSEQUENCES OF ABUSIVE SUPERVISION

The overarching objective of this article is to study and integrate the accumulated evidence that survey the causes and consequences of abusive supervision in work organizations. This research work also tries to examine the influence of abusive supervision on Emotional Exhaustion and Work Alienation. The study uses survey research method. This study is primary in nature, using a questionnaire tool for the data collection. Data is collected from 100 employees of different organizations working in Pakistan like Armed Forces, Health Sector, Marketing, Finance and Administration.