Search results

Based on the social exchange theory and the reactance theory, the purpose of this paper is to investigate the effects of workplace abuse from two sources. The study explores the linkage between abusive supervision and co-worker abuse on the targeted employee’s organizational commitment, organizational citizenship behavior and intention to quit as mediated by procedural justice. Furthermore, this study extends understanding workplace abuse consequences by investigating its effects on organizational citizenship behavior directed to individuals and organizational citizenship behavior directed to the organization.

To test the proposed hypotheses, a cross-sectional research design was used. The sample comprised 500 employees working in various private and public sector organizations in the Republic of Trinidad and Tobago. Using a split-sample approach, mediation analyses were performed on the test and validation samples.

The research results showed that procedural justice mediated the relationship between abusive supervision and affective and normative commitment, organizational citizenship behavior directed to individuals and intention to quit. Procedural justice was found to mediate the relationship between co-worker abuse and affective and normative commitment, and intention to quit.

This study extends previous academic studies on workplace abuse by comparing the effects of abusive supervision and the lesser researched source of co-worker abuse on the targeted employee’s organizational commitment, organizational citizenship behavior and intention to quit. It also reports on the effects of each source on an employee’s organizational citizenship behavior directed to individuals and organizational citizenship behavior directed to the organization, as there is limited empirical research within the workplace abuse literate on these two dimensions.

The purpose of this paper is to develop a model of abusive leadership as experienced by young workers. Abusive leadership is understood to be subjective and as such this research seeks to explore the experience of abusive leadership through a qualitative approach.

Drawing on interviews with 30 young workers who identified themselves as having a “bad” boss, this study employs a constructivist grounded theory approach in order to identify behaviours, moderators and outcomes of abusive leadership.

A definition and model of abusive leadership as experienced by young workers is proposed. The model details 11 behaviours, five moderators and six individual and two organizational outcomes of abusive leadership.

The adoption of a constructivist grounded theory approach reveals several unique factors that moderate the relationship between behaviors and outcomes of abusive leadership in young workers. By grounding the model in the actual experiences of young workers, the paper offers possibilities for future research on abusive leadership and young workers and across demographic groups.

The appalling abuse healthcare workers have endured from patients is long documented in the popular press and social media. Less explored in the healthcare management literature is workplace abuse that professional nurses experience from their coworkers.

The authors use text-based first-hand accounts from nurses posting on Reddit (N = 75) to better understand the types and context of abusive acts endured by their coworkers in the contemporary healthcare setting. Each account is content analyzed using two raters, and thematic analysis is utilized to summarize findings.

Findings indicate that nurse workplace abuse frequently targets new entrants to a work unit (e.g. recent grads), typically is ongoing, takes verbal and nonverbal forms, mainly stems from coworkers (i.e. lateral mistreatment), and frequently takes place in front of other coworkers, mainly in hospital settings.

By applying the lens of mindfulness, healthcare organizations can transform these harmful interactions within the nursing profession. The authors offer administrators and frontline workers practical implications for mitigating workplace abuse, including reshaping the culture, bystander interventions and explicit leadership support.

First-hand accounts from nurses in the frontlines of healthcare provide a rich voice that reveals the reality of ongoing verbal and nonverbal peer abuse in hospitals and healthcare settings.

The purpose of this paper is to analyse the mechanism of how Machiavellian corporate culture (MCC) affects employees’ counterproductive work behaviours.

Through a three-phase grounded study on the data of a single case amounting to over 170,000 words, this qualitative study explores why employees exhibit counterproductive work behaviours.

The results indicated that the implications of the MCC of family businesses in China include the following three dimensions: low trust, control orientation, and status orientation. In this corporate cultural context, employees exhibit counterproductive work behaviours because they perceive low organisational justice, psychological contract violation, and low trust. Among them, psychological contract violation serves as a triggering mechanism due to the organisational context and trust is crucial to employee counterproductive work behaviour.

In this study, the results are derived merely from the observation of and generalisation about one case; more therefore, empirical studies are required.

Numerous family business owners in China exhibit a high level of Machiavellian personality traits, and this personality tends to determine the implications of corporate culture. In order to establish a diverse culture, a heterogeneous top manager team must be developed and a new organisational culture must be established from top down.

This study extends the research scopes of employee personality and behaviours as well as leaders’ personality traits and employee emotions, and proposes a theoretical framework of leaders’ personality-culture-employee behaviours as a contribution to studies on organisational behaviour, theories of corporate social responsibility, and development of corporate culture.

The purpose of this paper is to develop and evaluate an integrated computer abuse model that incorporates both organizational abuse settings and the psychological processes of the abuser.

The paper developed an emote opportunity (EO) model through a comprehensive literature review and conducted a case study to evaluate the explanatory and prescriptive usefulness of the model.

The EO model helps explain the interaction between organization-centric factors and individual-centric factors. It also helps explain how potential computer abusers elicit an emotion process component that ultimately contributes to computer abuse behaviors. The model connects both organizational external regulation processes and individual internal regulation processes to emote process components of potential abusers.

The study considers only organizational computing resources as the target of computer abuse. The model is evaluated by historical data from a computer abuse case. Future research with contemporary empirical data would further evaluate these findings. Organizations should be aware of the opportunities they create for abuse and the emotional state-of-mind of potential abusers within organizations.

Organizations should take a holistic approach that incorporates personal emotions and organizational abuse opportunity settings to prevent computer abuse.

A multilevel, integrated EO model incorporating organizational environment and individual emotion processes provides an elaborated and holistic understanding of computer abuse. The model helps organizations consider the emotional state-of-mind of abusers as well as their organizational situation.

This paper offers a synopsis of workplace cyber abuse, identifying patterns of and responses to cyber abuse, as well as barriers to reporting and successful organisational intervention.

Using a pragmatic research paradigm, quantitative and qualitative survey data were collected from 205 targets of cyber abuse in New Zealand.

Nearly half of all respondents experienced more than one form of cyber abuse, with gendered patterns emerging. Workplace cyber abuse also frequently went unreported for varying reasons. Based on the descriptive analyses, four key challenges for the management of cyber abuse are identified: (1) multiple and gendered patterns of cyber abuse, (2) cyber abuse across organisational boundaries, (3) non-reporting and underreporting and (4) ineffective (or lack of) organisational interventions.

Implications for human resource management (HRM) and line managers include adopting a preventative approach to workplace cyber abuse by implementing clear policies, guidelines and resources to deal with cyber abuse, clarifying the boundaries of “workplace” cyber abuse and considering organisational protection measures for non-standard and vulnerable workers.

Unique challenges with workplace cyber abuse emphasise the need for a coordinated, multilevel intervention approach involving organisations, policymakers, online platforms and academics.

This study provides an important overview of existing approaches to the management of workplace cyber abuse as well as a foundation upon which to base further research exploring good practice in its prevention and intervention and much-needed theoretical development.

Addresses the reasons, costs and kinds of violence in the workplace. Looks at the effects of stress in the workplace, and what managers can do to prevent violence from happening in their organizations. Outlines some preventive strategies, and concludes that it is essential that all levels of an organization receive some form of training about the potential for violence in the workplace.

The purpose of this study is to reveal the mechanism of peer abusive supervision on bystander behavior based on the perspective of bystander from two different paths of bystander empathy and bystander hostility toward supervisor. At the same time, it discusses the moderation effect of bystander traditionality on the two paths.

This study conducted a three-wave longitudinal survey. The data were collected from 454 employees and their coworkers in several Chinese enterprises. The authors used Mplus 7.4 and adopted a bootstrapping technique in the data analysis.

Peer abusive supervision leads bystanders to empathize with the abused colleague and thus exhibit more organizational citizenship behaviors, and peer abusive supervision also induces bystanders to develop hostility toward the abusive supervisor and thus produce more workplace negative gossip behaviors. In addition, it is found that bystander traditionality has a moderation effect in the process by which peer perceptions of abusive supervision influence bystander empathy and bystander hostility.

Based on Affective Events Theory, this study explores the mechanism of colleague perception of abusive supervision on bystander behavior from a bystander perspective. The results of this study not only provide a more comprehensive expansion of the weighting factors in the influence mechanism of abusive supervision but also provide new ideas for organizations to reduce the negative effects of workplace abusive behaviors.

The 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.

The 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.

The 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.

The 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.

One particular egregious type of workplace mistreatment is supervisor abuse, which has received extensive attention due to its heavy cost to organizations including up to 23 billion dollars in annual loss resulting from increases in absenteeism, health care costs, and productivity loss. Employees attribute causes to abusive supervision, and these attributions impact subsequent reactions. In some cases, employees may feel that abusive supervision is justified, leading to the reaction of Schadenfreude, or pleasure in another’s pain. In this chapter, we discuss antecedents to Schadenfreude, its role in observed mistreatment, and propose a conceptual model based on attribution theory.