Drawing on justice theory, the author examined consequences of abusive supervisor behavior. As expected, subordinates who perceived their supervisors were more likely to quit jobs. For remained with jobs, supervision was associated lower job and life satisfaction, normative affective commitment, higher continuance conflict between work family, psychological distress. Organizational mediated most these effects, mobility moderated some deleterious effects supervision.

A growing literature explores abusive supervision, nonphysical forms of hostility perpetrated by managers against their direct reports. However, researchers have used different terminology to explore phenomena that overlap with and extant research does not devolve from a unifying theoretical framework. These problems the potential undermine development knowledge in this important domain. The author therefore provides review summarizes what is known about antecedents consequences basis for an...

The relationship between subordinates' perceptions of abusive supervision and supervisors' evaluations organizational citizenship behavior (OCB) was explored among a sample 373 Air National Guard members their military supervisors. As predicted, the OCB stronger subordinates who defined as extra-role (compared with those defining in-role behavior), this effect fully mediated by interactive procedural justice role definitions. study's implications for theory research are discussed, its...

We used data collected from a field survey of 334 supervisor–subordinate dyads to test model the antecedents abusive supervision. Path analytic tests moderated mediation provided support for our prediction that supervisors' depression mediates relationship between procedural justice and subordinates' perceptions their abusiveness framework is stronger when subordinates are higher in negative affectivity. discuss study's implications theory, research, practice.

The moral exclusion literature identifies three previously unexamined predictors of abusive supervision: supervisor perceptions deep-level dissimilarity, relationship conflict, and subordinate performance. Invoking theory research on workplace diversity, victim precipitation, we model the as associated with supervision. Path-analytic tests using data collected from supervisor-subordinate dyads at two time points suggest that conflict performance mediate between perceived dissimilarity...

We integrate moral disengagement, social identification, and norms theories to develop, test, replicate a model that explains how when envy is associated with undermining. In Study 1, two-wave study of hospital employees, results support the prediction mediated effect on undermining behavior through disengagement stronger employees have low identification coworkers. 2, four-wave, multilevel student teams, shows indirect in teams team high norms.

The overarching purpose of this article is to review and synthesize the accumulated evidence that explores causes consequences abusive supervision in work organizations. Our organized three sections. In first section, we discuss research trends provide clarification regarding pressing not-so-pressing problems with way ordinarily conceptualized studied. second highlight prospects on supervision. third turn our attention growing body antecedent conditions processes explain when more or less...

The authors developed an integrated model of the relationships among abusive supervision, affective organizational commitment, norms toward organization deviance, and deviance tested framework in 2 studies: a 2-wave investigation 243 supervised employees cross-sectional study 247 organized into 68 work groups. Path analytic tests mediated moderation provide support for prediction that effect supervision on (through commitment) is stronger when perceive their coworkers are more approving...

The authors developed and tested the prediction that relationship hetween coworkers' organizational citizenship behaviors (OCBs) fellow employees' attitudes depends on supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested OCB was positively related to job satisfaction affective commitment when abusive supervision low. However, high, negatively unrelated commitment. results 2nd were...

Results of a study using data collected at 2 points in time, separated by 6 months, suggested that subordinates resisted their supervisors' downward influence tactics with greater frequency when supervisors were more abusive and subordinates' personality moderated the effects supervision. The relationship between supervision dysfunctional resistance was stronger among who lower conscientiousness than higher conscientiousness, but this effect emerged only for also agreeableness. constructive...

We invoke the person–environment fit paradigm to examine on a daily basis follower affective, attitudinal, and behavioral responses transformational leadership needed received. Results from two experience sampling method (ESM) studies suggested that positive affect was higher days when received needs (compared amount deficient or in excess of needs) absolute levels higher. also found mediated within-person effects subordinates' work attitudes (Studies 1 2) organizational citizenship...

We developed and tested a model in which supervisors' procedural justice perceptions lead to organizational citizenship behavior (OCB), OCB leads subordinates' procedur...

This study reanalyzes data from Tepper's (2000) two-wave regarding the effects of subordinates' perceptions supervisory abuse to assess previously unexamined relationships. As predicted, we found that subordinates who more rather than less strongly perceived they had been abused by supervisors tended use regulative maintenance tactics with higher frequency. Further, positive relationship between abusive supervision and psychological distress was exacerbated communications, reduced direct...

A limitation of the organizational citizenship behavior (OCB) literature is that theory and empirical evidence suggest some employees define OCBs as part their job. theoretical framework addresses this problem tested in article. The focuses on 2 effects: a role enlargement effect (i.e., with more favorable attitudes OCB inrole behavior, which, turn, results greater citizenship) discretion relationship between employees' will be stronger among who extrarole behavior). In tests independent...

This study reanalyzes data from Tepper's (2000) two-wave regarding the effects of subordinates' perceptions supervisory abuse to assess previously unexamined relationships.As predicted, we found that subordinates who more rather than less strongly perceived they had been abused by supervisors tended use regulative maintenance tactics with higher frequency.Further, positive relationship between

Abstract Leading organizational behavior scholars have argued that construct proliferation threatens the interpretability of interpersonal mistreatment research and researchers should employ same terminology to refer constructs been studied under distinct labels (e.g., bullying, deviance, retaliation, abuse, undermining). We argue most regularly capture meaningful theoretical differences, although corresponding measures often fail distinctive features constructs. further a more immediate...

Summary This manuscript explores cross‐cultural differences in reactions to perceived abusive supervision. Based on an integration of fairness heuristic theory with principles about the importance hierarchical status, we theorize that subordinates from Anglo culture perceive and react supervision more negatively than Confucian Asian culture. The predictions were tested within two field studies. Study 1 results show moderated direct effect interpersonal justice indirect effects (via justice)...

We examined the effects of fit between leader consideration and initiating structure needed received on employees' work-related attitudes (i.e., trust in supervisor, job satisfaction, affective commitment to organization). Consistent with predictions that derive from person-environment research tradition, results Study 1 suggested deficient amounts both leadership behaviors were associated unfavorable attitudinal outcomes. However, while excess levels favorable outcomes, attitudes, for forms...

We invoke theory and research on the social functional view of envy to propose a novel theoretical framework supervisory leader direct reports. Findings from two multi-source, multi-wave studies supervisor–subordinate dyads provide support for theses that (1) downward subordinates threatens supervisors' self-esteem triggers adaptive strategies in form abusive supervision self-improvement; (2) supervisors are more likely respond induced threat with abuse when they perceive envied be cold...

Two studies investigate the latent structure of items taken from Multifactor Leadership Questionnaire (MLQ). In first study, item-level confirmatory factor analyses establish superiority models in which transformational and transactional leadership load on separate factors. However, results do not provide unequivocal support for operational distinctiveness measuring charismatic inspirational leadership. second scale-level confirm speculation that Charismatic Inspirational scales converge to...

This study explored the communication strategies junior colleagues use In preserve stable mentoring and nonmentorig relationships with their supervisors. Data collected from 259 managerial tech...