When victims become culprits: The role of subordinates’ neuroticism in the relationship between abusive supervision and workplace deviance

2015 ◽  
Vol 72 ◽  
pp. 225-229 ◽  
Author(s):  
Patrick Raymund James M. Garcia ◽  
Lu Wang ◽  
Vinh Lu ◽  
Kohyar Kiazad ◽  
Simon Lloyd D. Restubog
Keyword(s):  
Abusive Supervision ◽  
Workplace Deviance ◽  
The Relationship

Abusive supervision and workplace deviance: the role of negative reciprocity

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guglielmo Faldetta
Keyword(s):  
Theoretical Model ◽  
Organizational Behavior ◽  
Abusive Supervision ◽  
Workplace Deviance ◽  
Content Type ◽  
Deviant Behaviors ◽  
Negative Reciprocity ◽  
First Time ◽  
The Relationship

Purpose This study aims to explore the process that, from abusive supervision, leads to the different kinds of workplace deviant behaviors, using the norm of negative reciprocity as the main mechanism that can trigger this process. Design/methodology/approach This study is based on a literature review from organizational behavior and reciprocity fields and builds a theoretical model on the relationship between abusive supervision and workplace deviance within organizations. Findings This study develops a theoretical model where abusive supervision causes a feeling of injustice, which can motivate employees to seek revenge in the form of workplace deviant behaviors. Moreover, negative direct balanced reciprocity will moderate the relationship between the desire for revenge and minor interpersonal workplace deviance; negative direct non-balanced reciprocity will moderate the relationship between the desire for revenge and severe interpersonal workplace deviance; negative generalized balanced reciprocity will moderate the relationship between the desire for revenge and minor organizational workplace deviance; negative generalized non-balanced reciprocity will moderate the relationship between the desire for revenge and severe organizational workplace deviance. Originality/value Previous studies have used negative reciprocity as a moderator, but for the first time, it is split in direct and generalized and in balanced and non-balanced. In particular, when direct negative reciprocity is present, the revenge will take the form of interpersonal workplace deviance; when generalized negative reciprocity is present, the revenge will take the form of organizational workplace deviance. On the other side, when balanced reciprocity is present, revenge will take the form of minor workplace deviance, while when non-balanced reciprocity is present, revenge will take the form of severe workplace deviance.

“I want to leave, but there is nowhere to go”

2019 ◽  
Vol 28 (2) ◽  
pp. 474-487
Author(s):  
Riann Singh
Keyword(s):  
Banking Sector ◽  
Turnover Intentions ◽  
Abusive Supervision ◽  
Workplace Deviance ◽  
Frontline Employees ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Wave Research ◽  
The Relationship

Purpose Limited research has explored the behavioural tendencies of reluctant stayers. This study aims to expand research here to explain how employees who are victims of abusive supervision behave when they intend to leave but are unable to because of limited job alternatives. This study postulates that employees who are victims of abusive supervision are more likely to develop intentions to leave their job. Abusive supervision is expected to indirectly spur workplace deviance, with turnover intentions as the mediator. Further, the availability of job alternatives is expected to moderate the relationship between turnover intentions and workplace deviance, thereby forming a moderated-mediation model. Design/methodology/approach Employee data were collected from 228 frontline employees within the banking sector of Trinidad, using a two-wave research design. A path-analytic approach was used to test the research relationships. Findings The findings provided support for the propositions that abusive supervision predicts turnover intentions, that turnover intentions mediate the abusive supervision – workplace deviance relationship, and that the availability of job alternatives moderate the relationship between turnover intentions and workplace deviance. Originality/value This study addresses a clear research gap, as no study has examined how employees who are victims of abusive supervision behave when they intend to leave but are unable to because of limited job alternatives. In fact, few studies have explored the behaviour of reluctant stayers and the moderating role of job alternatives in the behaviours of such stayers.

Suffering in silence: Investigating the role of fear in the relationship between abusive supervision and defensive silence.

2016 ◽  
Vol 101 (5) ◽  
pp. 731-742 ◽  
Author(s):  
Christian Kiewitz ◽  
Simon Lloyd D. Restubog ◽  
Mindy K. Shoss ◽  
Patrick Raymund James M. Garcia ◽  
Robert L. Tang
Keyword(s):  
Abusive Supervision ◽  
The Relationship

The role of abusive supervision and organizational commitment on employees' information security policy noncompliance intention

2020 ◽  
Vol 30 (5) ◽  
pp. 1383-1405
Author(s):  
Bowen Guan ◽  
Carol Hsu
Keyword(s):  
Organizational Commitment ◽  
Security Policy ◽  
Affective Commitment ◽  
Abusive Supervision ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to investigate the association between abusive supervision and employees' information security policy (ISP) noncompliance intention, building on affective commitment, normative commitment and continuance commitment. The study also examines the moderating effect of perceived certainty and severity of sanctions on the relationship between the three dimensions of organizational commitment and ISP noncompliance intention.Design/methodology/approachSurvey methodology was used for data collection through a well-designed online questionnaire. Data was analyzed using the structural equation model with Amos v. 22.0 software.FindingsThis study demonstrates that abusive supervision has a significant, negative impact on affective, normative and continuance commitment, and the three dimensions of organizational commitment are negatively associated with employees' ISP noncompliance intention. Results also indicate that the moderating effect of perceived severity of sanctions is significant, and perceived certainty of sanctions plays a positive moderating role in the relationship between affective commitment and employees' ISP noncompliance intention.Practical implicationsFindings of this research are beneficial for organizational management in the relationships between supervisors and employees. These results provide significant evidence that avoiding abusive supervision is important in controlling employees' ISP noncompliance behavior.Originality/valueThis research fills an important gap in examining employees' ISP noncompliance intentions from the perspective of abusive supervision and the impact of affective, normative and continuance commitment on ISP noncompliance. The study is also of great value for information systems research to examine the moderating role of perceived certainty and severity of sanctions.

scholarly journals The relationship between abusive supervision and organizational trust: The role of subordinates’ self-esteem

2020 ◽  
Vol 38 (2) ◽  
pp. 181-197
Author(s):  
Maria João Velez
Keyword(s):  
Adverse Effects ◽  
Mediation Analysis ◽  
Organizational Trust ◽  
Abusive Supervision ◽  
Self Esteem ◽  
Organizational Settings ◽  
The Impact ◽  
The Relationship ◽  
Role Behaviors

Interest in abusive supervision (Tepper, 2000) has increased due to its serious personal andorganizational costs. As such, there is a need for additional studies that identify the individuals’ factorsthat can minimize the adverse effects of abusive supervision.Specifically, we predict employee self-esteem as a buffer of the relationship between abusivesupervision, organizational trust and in-role behaviors. Additionally, we suggest organizational trustas a possible mechanism linking abusive supervision to in-role behaviors. Our model was exploredamong a sample of 201 supervisor-subordinate dyads from different organizational settings. The resultsof the moderated mediation analysis supported our hypotheses. That is, abusive supervision wassignificantly related to in-role behaviors via organizational trust when employees’ self-esteem waslow, but not when it was high. These findings suggest that self-esteem buffers the impact of abusivesupervision perceptions on organizational trust, with consequences for performance.

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

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammd Usman ◽  
Yuxin Liu ◽  
Jianwei Zhang ◽  
Usman Ghani ◽  
Habib Gul
Keyword(s):  
Abusive Supervision ◽  
Full Time ◽  
Work Behaviors ◽  
Content Type ◽  
Underlying Mechanisms ◽  
Core Self ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

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.

SELF-CONTROL AS A MODERATOR OF THE RELATIONSHIP BETWEEN FORMAL CONTROL AND WORKPLACE DEVIANCE: A Proposed Framework

2012 ◽  
Vol 02 (06) ◽  
pp. 32-39
Author(s):  
Faridahwati Mohd. Shamsudin ◽  
Ajay Chauhan ◽  
Kabiru Maitama Kura
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Job Stress ◽  
Organizational Support ◽  
Workplace Deviance ◽  
Self Control ◽  
Formal Control ◽  
The Relationship ◽  
Moderating Role

Several studies in the field of management, organizational psychology, sociology and criminology have reported that workplace deviance is related to organization/work variables, such as organizational justice, job satisfaction, perceived organizational support, and job stress, among others. However, few studies have attempted to consider the influence of formal control and workplace deviance. Even if any, they have reported conflicting findings. Therefore, a moderating variable is suggested. This paper proposes a moderating role of self-control on the relationship between formal control and workplace deviance.

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