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1 – 10 of over 6000Riann Singh, Vimal Deonarine, Paul Balwant and Shalini Ramdeo
Using the lenses of social exchange and reactance theories, this study examines the relationships between abusive supervision and both turnover intentions and job satisfaction…
Abstract
Purpose
Using the lenses of social exchange and reactance theories, this study examines the relationships between abusive supervision and both turnover intentions and job satisfaction. The moderating role of employee depression in the relationship between abusive supervision and these specific work outcomes is also investigated, by incorporating the conservation of resources theory.
Design/methodology/approach
Quantitative data were collected from a sample of 221 frontline retail employees, across shopping malls in the Caribbean nation of Trinidad. A 3-step multiple hierarchical regression analysis was performed to test the relationships.
Findings
The findings provided support for the propositions that abusive supervision predicts job satisfaction and turnover intentions, respectively. Employee depression moderated the relationship between abusive supervision and job satisfaction but did not moderate the relationship between abusive supervision and turnover intentions.
Originality/value
While existing research has explored the relationships between abusive supervision, job satisfaction and turnover intentions, limited studies have investigated the moderating role of employee depression. This study contributes to understanding this pervasive workplace issue by investigating a relatively unexplored moderating effect.
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To propose the use of indirect survey protocols, in general and the item count technique (ICT), in particular, that ensure participant anonymity in organizations to explore the…
Abstract
Purpose
To propose the use of indirect survey protocols, in general and the item count technique (ICT), in particular, that ensure participant anonymity in organizations to explore the effect of employee perceived abusive supervision on job performance.
Design/methodology/approach
We apply ICT to a sample of 363 employees (52.6% female) from Greek organizations. Utilizing multivariate statistical techniques, we investigated how employees assess the impact of their personal encounters with abusive supervision on job performance. This approach allowed us to explore the percentage of employees perceiving negative effects on job performance, distinguishing our study from previous studies that primarily focus on quantifying the extent or magnitude of abusive supervision in organizational settings. Also, we investigated how employee socio-demographic characteristics, human capital characteristics and affective traits relate to the evaluation of experienced abusive supervision as a negative factor for their job performance.
Findings
We found that approximately 62% of the respondents evaluated personal experience of abusive supervision as negatively affecting their job performance. We also found that the likelihood of employees evaluating personal experience of abusive supervision as having a negative impact on their job performance is: (1) higher for female employees, (2) does not depend on employee age, job tenure and education; (3) is lower for employees with managerial roles and (4) increases with employee trait negative affectivity.
Originality/value
The study is a response to the call for researchers to use innovative methods for advancing abusive supervision research. The study highlights the significance of taking a proactive stance towards addressing abusive supervision in the workplace, by using indirect survey methods that ensures employee anonymity. The results have implications for organizational strategies aimed at increasing awareness of abusive supervision and its impact on employee performance.
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Fu Yang and Mengqian Lu
Drawing on conservation of resources theory, this study aims to develop a resource-based model depicting a decreased level of psychological resourcefulness – relational energy, as…
Abstract
Purpose
Drawing on conservation of resources theory, this study aims to develop a resource-based model depicting a decreased level of psychological resourcefulness – relational energy, as a novel explanatory mechanism that accounts for the harm of abusive supervision, and we further investigate the role of leader humor as a boundary condition.
Design/methodology/approach
We applied multilevel path analysis to test our hypotheses with three-time-point survey data collected from 226 supervisor-employee dyads in a telecommunication company in China across six months.
Findings
Our results show that abusive supervision is negatively related to employee relational energy, leading to a subsequent decline in employee job performance. The predictions of the depleting effects get alleviated by leader humor.
Practical implications
This study foregrounds the importance of employee relationship management in the workplace and reveals that some abusive supervisors may manage to sustain employee performance and relational energy by using humor in their interactions, which necessitates immediate intervention.
Originality/value
These findings offer novel insights into the deleterious impact of abusive supervision by demonstrating the critical role of relational energy in dyadic interactions. We also reveal the potential dark side of leader humor in the context of abuse in the workplace.
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Zubair Akram, Saima Ahmad, Umair Akram, Abdul Gaffar Khan and Baofeng Huo
This 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…
Abstract
Purpose
This 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/approach
The 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.
Findings
The 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/value
By 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.
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Haizhen Wang, Xin Ma, Ge An, Wenming Zhang and Huili Tang
Goal orientation shapes employees’ approach to and interpretation of workplace aspects such as supervisors’ behavior. However, research has not fully examined the effect of goal…
Abstract
Purpose
Goal 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/approach
Two 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.
Findings
This 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/value
This 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.
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Ishfaq Ahmed and Zafir Khan Mohamed Makhbul
Knowledge 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’…
Abstract
Purpose
Knowledge 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/approach
The 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.
Findings
The 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/implications
The study provides some theoretical and practical insights by providing the explanatory and coping mechanism between continuous abusive supervision and daily knowledge hiding behavior.
Originality/value
There 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.
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Tahani Hassan and Izhak Berkovich
This study investigated the relationship between principals' abusive leadership and teachers' intrinsic and extrinsic motivations, exploring the potential moderating effects of…
Abstract
Purpose
This study investigated the relationship between principals' abusive leadership and teachers' intrinsic and extrinsic motivations, exploring the potential moderating effects of the duration of the relationship and group size within educational settings.
Design/methodology/approach
Data were collected from a sample of teachers in Bahrain, using self-report measures. The data were analyzed using regression analyses.
Findings
The findings reveal a significant negative relationship between principals' abusive leadership and teachers' intrinsic and extrinsic motivations. The results also show that the duration of the relationship moderates the correlation between abusive leadership and teachers' extrinsic motivation, with teachers who have been in longer relationships with their principals showing greater resistance to the detrimental effects of abusive leadership on their extrinsic motivation. Group size was found to moderate this correlation, with larger groups exhibiting stronger buffering against the negative effect of abusive leadership.
Originality/value
The findings provide valuable insights into the dynamics of abusive leadership in educational settings and the potential moderating factors that can help alleviate its detrimental effects on teachers' motivations.
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Tehreem Fatima, Muhammad Kashif Imran, Ambreen Sarwar, Sobia Shabeer and Muhammad Rizwan
The present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived…
Abstract
Purpose
The 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/approach
The current study has employed a three-wave longitudinal moderated mediation design and analysed data from 265 employees working in the hospitality industry of Pakistan.
Findings
The 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/value
This 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.
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Lanxia Zhang, Jia-Min Li, Mengyu Mao and Lijie Na
This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination…
Abstract
Purpose
This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination and organizational citizenship behavior/deviant workplace behavior, as well as the moderating role of work-family boundary segmentation preference.
Design/methodology/approach
The authors designed two studies: Study 1 was a scenario experiment with 120 Master of Business Administration students. To further explore this finding, the authors conducted a multiwave survey in Study 2 with 345 employees from various organizations.
Findings
The results of Study 1 showed that abusive supervision differentiation had a positive effect on work-related rumination, and work-related rumination mediated the relationship between differentiated abusive supervision and organizational citizenship behavior/deviant workplace behavior. The results of Study 2 not only confirmed the conclusions of Study 1 but also revealed that organizational citizenship behavior/deviant workplace behavior significantly affected work-family conflict. Abusive supervision differentiation had a positive effect on work-family conflict through work-related rumination and organizational citizenship behavior/deviant workplace behavior. In addition, work-family boundary segmentation preference negatively moderated the relationship between organizational citizenship behavior and work-family conflict.
Originality/value
First, to the best of the authors’ knowledge, this study is the first paper to test the spillover effect of abusive supervision differentiation on the family domain through a chain mediation model. It extends the research on abusive supervision differentiation from the work domain to the family domain. Second, previous research has highlighted role conflict or role insufficiency as significant factors contributing to work-family conflict. However, this study suggests that abusive supervision differentiation from workplace managers can also trigger work-family conflict, providing a new perspective in the study of precursors to work-family conflict.
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Wenxian Wang, Seung-Wan Kang, Suk Bong Choi and Wonho Jeung
Today, psychological well-being is increasingly valued by organizations because it is integral to employee performance. The style of leaders supervising their subordinates is an…
Abstract
Purpose
Today, 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/approach
The 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.
Findings
The 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/value
The 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.
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