Impact Of Abusive Supervision Research Articles

Impact of Abusive Supervision on Innovative Work Behavior in Turkey: Who Is More Affected?

Researchers have focused on the dark side of managers in recent years, wherein studies discuss the effects of abusive supervision styles on employees and organizations. This research aims to elucidate the influence of abusive supervision on innovative work behaviors of new and former employees. The study focuses on two different employee characteristics. The first group includes the employees with a two-year or less tenure. The second group includes employees with a five-year or more tenure. A simple random sampling technique is used to determine the sample. The research sample includes 345 employees in a manufacturing firm in Istanbul, Turkey. According to regression analysis results, abusive supervision negatively affects innovative work behavior. In addition, abusive supervision affects the innovative work behaviors of new employees more than those of former employees. The findings are consistent with the social exchange theory, conservation of resources theory, and power approach. The research findings are important in demonstrating how destructive abusive supervision affects new employees. In conclusion, suggestions are presented for companies, managers, and researchers.

Impact of Abusive Supervision on Employees Purchase Intention with Mediation Effect of Employees Silence and Purchase Goal Match

Impact of Abusive Supervision on Employees Purchase Intention with Mediation Effect of Employees Silence and Purchase Goal Match

상사의 비인격적 감독이 부하의 일-가정 갈등에 미치는 영향: 부하의 용서 동기의 조절효과를 중심으로

Amid rapid economic growth and fierce competition, people are facing tremendous
 pressure in both their work and daily lives. Struggles to balance these
 roles can lead to work-family conflicts. Interactions with workplace superiors
 significantly impact job responsibilities, and abusive supervision can breed
 negative attitudes and behaviors in employees, extending these effects to their
 family lives. This study, based on the spillover effect theory, investigated
 the impact of abusive supervision by supervisors on subordinates’ work-family
 conflict. It also discussed the mediating role of subordinates’ emotional exhaustion,
 drawing on affective event theory and JD-R theory. Furthermore,
 this study addressed forgiveness motives as a coping strategy for employees
 dealing with abusive supervision and emotional exhaustion. It examined the
 moderating effects of employee forgiveness motivation and their moderated
 mediating effects. This research conducted a self-report survey among regular
 employees working in various companies in China, with a total of 354 valid
 data sets used in the final empirical analysis. Using SPSS PROCESS Macro,
 hypothesis testing results revealed that abusive supervision by superiors had
 a positive effect on subordinates’ work-family conflict, with emotional exhaustion
 mediating this relationship. Moreover, based on the conservation
 of resource theory, this study found statistically significant moderating effects
 and moderated mediating effects of self-oriented forgiveness and other-oriented
 forgiveness based on subordinates’ motivation. Based on these findings, this
 study discussed theoretical and practical implications, limitations, and suggested
 future research directions.

Impact of Abusive Supervision on Somatic Complaints and Workplace Cognitive Failure Among Sanitary Workers: Moderating Role of Resilience

The primary objective of the study was to examine the relationship between abusive supervision and somatic complaints and work place cognitive failure. Study also intended to investigate the moderating role of resilience in these associations among sanitary workers. Cross-sectional survey data was gathered through purposive sampling technique, a sample of 662 sanitary workers from six different cities of Pakistan participated in the research. The research findings demonstrated that abusive supervision has significant positive correlation with somatic complaints and work place cognitive failure. Additionally, the negative correlation between resilience (moderator) and both somatic complaints and workplace cognitive failure was found significant. However, the hypothesized moderating influences of resilience on both the models of abusive supervision were not supported significantly. The study can contribute to promote awareness regarding sanitary workers’ problems and to make necessary modification at policy level, by the concerned authorities, to improve their quality of life by eliminating stressors from workplaces.

Black and abused: understanding who Black employees hold accountable for their mistreatment

In an effort to extend workplace accountability research, our studies identify an actor that is accountable for the mistreatment of an understudied group of employees: Black employees. We accomplish this by leveraging insights from the attributions of accountability and anti-Black racism literatures. Subsequently, we adopt an overall socio-psychological perspective and integrate social cognitive and organizational resentment theories to explain why organizational leaders that are perceived to support anti-Black sentiments are more likely to mistreat Black employees. Across three studies, we find that supervisors perceived to be Trump-supporting, in comparison to those perceived to be Trump-opposing, are more likely to display abusive supervision toward Black employees. In turn, as Black employees experience abusive supervision, they develop organizational resentment as they attribute this mistreatment to their employer. We also find that the impact of abusive supervision on organizational resentment is weaker when Black employees’ organization-based self-esteem (OBSE) is relatively low compared to relatively high. This is because Black employees with relatively low OBSE are more likely to blame themselves for the abuse. Theoretical contributions, practical implications, limitations, and future research are discussed.

Why do some followers remain silent in response to abusive supervision? A system justification perspective

This study investigates how the system justification motive manifests in employees’ voice/silence behavior at the workplace. It also explores the moderating effects of system justification on the linkage between abusive supervision and voice/silence behavior for blue- and white-collar employees. The field study generated responses from 905 employees in Turkey. Multi-group analysis reveals that the moderating effect of system justification motives varies by occupational class. In particular, the impact of abusive supervision on silence becomes more salient when white-collar employees endorse higher system justification motives. However, in the blue-collar sample, the absence of a moderating effect could be attributed to the strong main effect of system justification motives. The current study adds to the extant literature by applying a system justification perspective to voice and silence behavior by collar differences at work. It also provides important implications for managers in dealing with workplace mistreatment affecting all occupational groups, mainly when blue-collar employee silence is endemic and regulatory policies are inadequate.

여행업 상사의 비인격적 감독이 조직침묵과 일탈행동 및 경영성과에 미치는 영향

여행업에서 관리자들은 단기적인 송출실적을 올리기 위해 종사원들을 강하게 압박하고 비인격적 대우를 하는 경우도 발생 하고 있지만 이로 인한 부정적 효과보다는 목표 달성이라는 긍정적 효과로 문제가 전혀 되지 않기도 한다. 하지만 이러한 상사의 비인격적 감독은 일시적으로 목표를 달성할 수도 있겠지만 점진적으로는 종사원의 침묵과 일탈행동으로 이어져 경영성과에 부정적 영향을 미치게 된다. 본 연구에서는 여행업에서 상사의 비인격적 감독이 종사원의 조직침묵과 일탈행동 및 경영성과에 미치는 영향을 실증적으로 연구하고자 하였다. 실증연구를 위하여 기획여행상품을 판매하고 있는 여행업체에 근무하고 있는 종사원을 대상으로 설문조사를 실시하였다. 요인분석 결과 상사의 비인격적 감독은 대인 관련 비인격적 감독과 과업 관련 비인격적 감독으로 구분되었고, 조직침묵과 일탈행동 및 경영성과는 각각 단일차원으로 구분되었다. 가설검증 결과 과업 관련 비인격적 감독은 조직침묵에 정(+)의 유의한 영향을 미쳤으나 대인관련 비인격적 감독은 유의한 영향을 미치지 않는 것으로 나타났다. 또한, 대인 관련 비인격적 감독은 일탈행동에는 정(+)의 유의한 영향을 미쳤지만 과업 관련 비인격적 감독은 유의한 영향을 미치지 않는 것으로 검증되었다. 끝으로 조직침묵과 일탈행동 모두 경영성과에 부(-)의 영향을 미치는 것으로 검증되었다. 결국 여행업 상사의 과업관련 비인격적 감독은 종사원의 조직침묵을 조장하고, 대인 관련 비인격적 감독은 일탈행동을 높이는 것으로 검증되었다. 이러한 조직침묵과 일탈행동은 여행사의 경영성과에 부정적인 영향을 미치는 것으로 연구되었다.

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.

Abusive Supervision and Work-Home Consequences: An Experience Sampling Study

The impact of abusive supervision on subordinates is devastating, but research on the mechanisms and mitigating factors in this relationship remains scarce. Drawing on conservation of resources theory, we argue that the depletion of energy and the subsequent reduced work absorption caused by abusive supervision are contingent upon the frequency of interactions with the supervisor and the preferences of subordinates for keeping work and private life domains apart. We applied an experience sampling methodology and surveyed 132 employees in Germany twice per day over 14 workdays. Our results show that more frequent interactions with their leaders prevent employees from suffering in their work absorption through prework energy the following day despite leader abuse. Moreover, we found that these supervisor interactions are particularly important for subordinates who hold stronger preferences for separating their work and private life domains. With these findings, we contribute to an understanding of the conditions under which the consequences of supervisor abuse on subordinates may be alleviated.

Black and Abused: The Adverse Impact of Trump-Supporting Supervisors on Black Employees

In the wake of the tragic deaths of Breonna Taylor, Ahmaud Arbery, and George Floyd, many organizations issued statements proclaiming #BlackLivesMatter. Nonetheless, management scholars have highlighted the various ways that organizations show that Black employees do not matter and have called for a greater emphasis on Black scholarship. Black scholarship refers to the epistemic practices grounded in the social realities of Black people at work or in society. We seek to extend Black scholarship research by integrating insights from the Trump effect literature. Subsequently, we rely on social cognitive and organizational resentment theories to explain why Trump-supporting supervisors have an anti-Black racial bias and why they model the abusive leadership style of former United States President Donald J. Trump that elicits organizational resentment from Black employees. Across two studies (an experimental-causal-chain study and a field study), we find that perceived Trump-supporting supervisors, in comparison to perceived Trump-opposing supervisors, are more likely to abuse their Black employees. In turn, as Black employees experience abusive supervision, they develop resentment toward their employers. We also find that the impact of abusive supervision on organizational resentment is weaker when Black employees’ organization-based self-esteem (OBSE) is low compared to high. This is because Black employees with low OBSE are more likely to blame themselves for the abuse. Theoretical contributions, practical implications, limitations, and future research are discussed.

The Effect of Supervisor’s Abuse on Hotel Employees’ Job Satisfaction, Affective Organizational Commitment and Work Engagement

ABSTRACT Our study examines the impact of abusive supervision on affective organizational commitment (AOC). The study further examines work engagement (WENG) and job satisfaction (JSAT) as mediating mechanisms in the relationship between abusive supervision and AOC. The aforesaid hypothesized relationships were tested utilizing data gathered from frontline employees in upscale hotels in two waves in Ghana. We tested the hypothesized relationships using structural equation modeling. The findings reveal that abusive supervision is not significantly related to AOC. However, the findings demonstrate that WENG and JSAT fully mediate the relationship between abusive supervision and AOC. Theoretical and practical implications of the findings are discussed.

Impact of Abusive Supervision on Psychological Engagement and Absorptive Capacity Among Students: Mediating Role of Knowledge Hiding.

The research aims to estimate the impact of abusive supervision on psychological engagement and absorptive capacity under the mediating role of knowledge hiding. This study was cross-sectional and data were collected from employees of four different sectors through a questionnaire. The convenient sampling technique was used to collect data from 450 employees. Structural equation modeling (SEM) was used as a data analysis technique because the two-stage SEM technique produces precise and accurate estimates while modeling the path analysis. The output of the measurement model assessment confirmed that all measurement scales were reliable. In addition to this, structural model assessment confirmed that abusive supervision did not significantly predict the absorptive capacity and psychological engagement, although knowledge hiding negatively predicted psychological engagement.

Impact of Abusive supervision, Ostracism and Workplace bullying on employee performance with moderating effect of Spiritual Intelligence

The purpose of this study is to present an analysis on the impact of the organizational factors such as abusive supervision, Ostracism and work place bullying on the performance of and employee. We have also tested the moderating impact of the spiritual intelligence on the relationship between these organizational factors and the employee performance. The survey was conducted in the banking sector of Pakistan. Questionnaire distribution method was used to conduct this research. The total numbers of respondents were 365 in which the respondents were professionals belonging to different banks. The findings of this research paper indicate that due to the presence of factors such as employees get demotivated and their performance lowers down. But if they have high spiritual intelligence their experiences can be enhanced at their work place. This paper encourages the companies that they should on the development and promotion of the spiritual intelligence and policies that support employees to change work attitudes.

Novel Advances on Poorly Understood Challenges Women Face at Work

As of 2018, women comprise almost half of the U.S. workforce (Catalyst, 2018), earning 57% of bachelor’s degrees, 60% of master’s degrees, and 52% of doctoral degrees (National Center for Education Statistics, 2017). Furthermore, over the past decade, evidence has accumulated showing that greater numbers of women in organizations and greater representation of women in leadership positions tend to enhance organizational functioning and performance (Catalyst, 2011; Herring, 2009). Despite the fact that diversity and inclusion appear to be critical components of most organizations’ missions and values (Bartels et al. 2013), research studies have indicated that women still undergo hardship at work given the unique challenges they face in the workplace which remain poorly understood in organizational literature (Bergman et al., forthcoming). In light of this, recent research has devoted increased attention to building an understanding of working women’s unique experiences (Grandey et al., in press). Building on this important work, the papers included in this symposium cut across a variety of methodologies, understudied populations of women, and outcome domains to explore various challenges that place women at a disadvantage in employment settings. In addition to shedding light on these challenges, the papers also offer novel insights on strategies and best practices that, if implemented, will enable organizations to leverage the benefits that arise from creating a work culture that accommodates and empowers women. The Impact of Abusive Supervision on Maternity Leave: Three Theoretical Perspectives Presenter: Meghan Ann Thornton-Lugo; U. of Akron Presenter: Megan Brauer; The U. of Akron Presenter: Caitlin M. Porter; U. of Memphis Women of Color at Work: From Invisibility to Positive Visibility Presenter: Barnini Bhattacharyya; Sauder School of Business, U. of British Columbia Double-Disadvantage for Female Teleworkers during COVID-19:Childcare Interruptions Affect Women Presenter: Marion Fortin; U. of Toulouse I, Capitole Presenter: Camille Desjardins; PhD Student Presenter: Hayley German; Huddersfield Business School, U. of Huddersfield, UK Presenter: Mark Ohana; Kedge Business School, France Oh Baby or No Baby? Examining the Role of Infertility in Women’s Working Lives Presenter: Kayla Follmer; West Virginia U. Presenter: Devalina Nag; PhD student at U. of Memphis Presenter: Kristen Price Jones; U. of Memphis Exploring the Identity Management Strategies of Working Women Who Have Experienced Pregnancy Loss Presenter: Liza Yasemin Barnes; U. of Colorado, Boulder Presenter: Sabrina DeeAnn Volpone; U. of Colorado, Boulder Presenter: Kristen Price Jones; U. of Memphis Presenter: H. Lena Kim; U. of Colorado, Boulder Presenter: Sarah Lurie; U. of Colorado, Boulder

Impact Of Abusive Supervision And Feedback Avoidance On Employee Creativity With Mediated And Moderated Effect In A Private School System

Impact Of Abusive Supervision And Feedback Avoidance On Employee Creativity With Mediated And Moderated Effect In A Private School System

How and when abusive supervision influences knowledge hiding behavior: evidence from India

PurposeThis study aims to investigate the differential roles of self-esteem and co-rumination in the mediated relationship between abusive supervision and knowledge hiding via psychological safety.Design/methodology/approachThe study used a three-wave time-lagged design and data were collected from 388 full-time employees in India.FindingsThe results show that psychological safety mediated the impact abusive supervision had on knowledge hiding. Further, this impact was weakened by higher self-esteem as employees with higher self-esteem were less affected by the impact of abusive supervision on psychological safety and knowledge hiding; but this impact was amplified by more co-rumination as employees who co-ruminated more were also more affected by abusive supervision in psychological safety and knowledge hiding.Research limitations/implicationsA cross-sectional design and the use of self-reported questionnaires are a few limitations of this study.Originality/valueThis study took a purposeful deviation from the traditional path of organizational justice to the study of abusive supervision and psychological safety and endeavored an alternate route, one of resource conservation. Further, employees have diverse reasons that heighten or dampen their inclination to hide knowledge from others in the workplace. The study examines co-rumination and self-esteem as possible boundary conditions.

The Impact of Abusive Supervision and Locus of Control on Budgetary Slack

Previous research has shown that budgetary slack behavior is motivated by external factors based on employee preferences or internal factors. Abusive supervision and locus of control are two aspects that have the potential to be the cause of budgetary slack creation. This research aims to investigate the impact on the propensity of individuals (abusive supervision and locus of control) to execute budgetary slack. Furthermore, this research also explores the role of the individual locus of control through abusive oversight of the tendency to handle budgetary slack. Until now, no research has been conducted to investigate the role of the individual locus of control in reaction to abusive supervision that facilitates budgetary slack activity. This research used a 2 x 2 experimental method among 51 Accounting master students as participants to test the hypothesis. The findings show that the tendency to create budgetary slack is not significantly influenced by abusive supervision, whereas the locus of control has a major impact on the tendency to generate budgetary slack. Furthermore, it was also found that the propensity to create budgetary slack is influenced by interaction of abusive supervision and locus of control. In an attempt to reduce employee budget discrepancies, this analysis contributes empirically and theoretically by being the framework for consideration in the company.

Why do employees struggle to thrive in the workplaces? A look at the impact of abusive supervision

PurposeBased on the conservation of resources view, the objective of this paper is to examine the relationship between abusive supervision and workplace thriving. Further, this study investigates the underlying mechanisms role of agentic work behaviors (i.e. task focus, heedful relating) and moderating role of employee's core self-evaluations.Design/methodology/approachUsing a time-lag approach, data are collected from 360 full-time employees enrolled in an executive development program in a large university of China. To test the proposed model, data analysis is carried out through Statistical Product and Service Solutions (SPSS) and Analysis of Moment Structures (AMOS).FindingsThe results show that abusive supervision negatively influences workplace thriving. Further, the findings also confirm the mediating role of agentic work behaviors and the moderating role of core self-evaluations between the relationship of abusive supervision and thriving.Practical implicationsBased on study findings, this study draws the attention of managers toward the new deleterious outcomes of abusive supervision. Hence, to nurture a thriving workforce, organizations should keep abusive behaviors under keen observations to minimize their frequent occurrences. Further, it is proposed that hiring employees with higher core self-evaluations can mitigate the injurious effect of abusive supervision.Originality/valueThis is the first attempt to our knowledge to untapped the abusive supervision-thriving relationship via the underlying mechanisms of two agentic work behavior's and core self-evaluations as a moderator enriches the extant body of knowledge and provide valuable insight into the abusive supervision and workplace thriving literature.

Stifling My Fire: The Impact of Abusive Supervision on Employees’ Motivation and Ensuing Outcomes at Work

Although the effect of abusive leadership on individual performance is well-documented, the mechanisms that explains this effect are not fully understood. Drawing on self-determination theory, we suggest that the negative effect of abusive leadership on employees’ workplace outcomes results from followers’ thwarted autonomous motivation. Results of time lagged data collected from 306 full-time employees indicate that abusive supervision leads to lower autonomous motivation, higher controlled motivation, and more lack of motivation (amotivation). These motivational states in turn are found to positively affect counterproductive work behaviors and intentions to quit the job and negatively affect employees’ job-satisfaction and innovative behaviors. Our findings support the role of motivation as an explanatory mechanism by which abusive supervision negatively affects important employee work outcomes. Practical implications and future research directions are discussed.

The Impact of Abusive Supervision on Job Insecurity: A Moderated Mediation Model.

This paper explores the impact of abusive supervision on job insecurity under the frameworks of the social cognitive theory and the leader-member exchange theory; additionally, it explores the mediating role of leader-member exchange (LMX) and the moderating role of power distance. In this study, 944 employees from two state-owned enterprises located in China were surveyed via questionnaires. Results of the correlation analysis and statistical bootstrapping showed that (i) abusive supervision was significantly and positively related to job insecurity, (ii) LMX played a mediating role in the impact of abusive supervision on job insecurity, and (iii) power distance played a moderating role in the relationship between LMX and job insecurity. Based on the social cognitive theory, this study broadens the perspective of studies regarding job insecurity. It also provides practical suggestions for avoiding abusive supervision and for alleviating employees’ insecurities about management.