The curvilinear relationships between abusive supervision and work outcomes

Psychopathy may have both adaptive and maladaptive effects at work but research into workplace psychopathy is constrained by the lack of short, work-relevant measures that can be used for both self- and other-report. We adapt the Triarchic Psychopathy Measure (TriPM) for this purpose and distinguish the (mal)adaptive effects of psychopathy at work in two time-lagged survey samples. Sample 1 consisted of managers reporting their psychopathic traits and work outcomes (well-being, engagement, burnout and job performance). Sample 2 reported on their managers’ psychopathic traits and leadership styles (servant and abusive supervision) and their own work outcomes. The TriPM (Work) is a reliable, valid, 21-item measure of triarchic psychopathy at work with self- and other-report forms. Using this measure, we demonstrate that the triarchic model’s boldness trait is related to servant leadership and predicts improved well-being and performance while meanness and disinhibition are related to abusive supervision and predict increased burnout.

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Mistreatment from Multiple Sources: Interaction Effects of Abusive Supervision, Coworker Incivility, and Customer Incivility on Work Outcomes

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph18105377 ◽

2021 ◽

Vol 18 (10) ◽

pp. 5377

Author(s):

Yuhyung Shin ◽

Won-Moo Hur ◽

Seongho Kang

Keyword(s):

Job Performance ◽

Emotional Exhaustion ◽

Indirect Effect ◽

Large Body ◽

Abusive Supervision ◽

Theory And Practice ◽

Work Outcomes ◽

Multiple Sources ◽

Service Employees ◽

The Relationship

Despite the large body of research on workplace mistreatment, surprisingly few studies have examined the interaction effect of multiple interpersonal stressors on employee outcomes. To fill this gap, our research aimed to test the moderating effects of coworker incivility and customer incivility on the relationship between abusive supervision, emotional exhaustion, and job performance. Analyses conducted on 651 South Korean frontline service employees revealed that abusive supervision exerted a significant indirect effect on job performance through emotional exhaustion. Customer incivility strengthened the positive relationship between abusive supervision and emotional exhaustion, as well as the indirect effect of abusive supervision on job performance through emotional exhaustion. Our post hoc analysis demonstrated a three-way interaction between abusive supervision, coworker incivility, and customer incivility; the relationship between abusive supervision and emotional exhaustion was significantly positive only when coworker incivility was high and customer incivility was low. We discuss the implications of our findings for theory and practice.

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From Abusive Supervision to Work Outcomes: The Role of Autonomous and Controlled Motivation

Academy of Management Proceedings ◽

10.5465/ambpp.2018.11550abstract ◽

2018 ◽

Vol 2018 (1) ◽

pp. 11550

Author(s):

Sigalit Ronen ◽

Magda M. Donia

Keyword(s):

Abusive Supervision ◽

Work Outcomes ◽

Controlled Motivation ◽

Autonomous And Controlled Motivation

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How abusive supervision and LMX interact to influence work outcomes

Academy of Management Proceedings ◽

10.5465/ambpp.2017.14945abstract ◽

2017 ◽

Vol 2017 (1) ◽

pp. 14945

Author(s):

Upasna A. Agarwal

Keyword(s):

Abusive Supervision ◽

Work Outcomes

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The Buffering Effects of Subordinates’ Forgiveness and Communication Openness on Abusive Supervision and Voice Behavior

SAGE Open ◽

10.1177/21582440211041081 ◽

2021 ◽

Vol 11 (3) ◽

pp. 215824402110410

Author(s):

Chenlin Liu ◽

Siwei Sun ◽

Francisca N. Mapiye Dube

Keyword(s):

Emotional Exhaustion ◽

Abusive Supervision ◽

Working Environment ◽

Work Outcomes ◽

Conservation Of Resources ◽

Voice Behavior ◽

Negative Effects ◽

Communication Openness ◽

Dysfunctional Leadership ◽

The Impact

Abusive supervision is a type of dysfunctional leadership that fosters continuous verbal or nonverbal infractions on subordinates and undoubtedly negatively impacts various work outcomes. Past literature has explored the underlying rules of how this form of destructive leadership influences employees’ negative working attitudes. However, research focusing on exploring factors that buffer abusive supervision’s harmful effects on voice behavior is relatively scarce. Distinctively, this study seeks to examine under a lens the process through which abusive supervision will harm voice behavior while taking into account emotional exhaustion as a mediator. According to the conservation of resources theory, we propose a cross-domain buffering approach of the negative effect of abusive supervision on voice behavior by considering subordinates’ forgiveness and communication openness acting as the moderators. We test the hypotheses by analyzing 430 sample data from an enterprise in Zhejiang Province, China, using Mplus and SPSS software. The results reveal that emotional exhaustion plays a mediating role in the path analysis of abusive supervision and voice behavior. Moreover, subordinates’ forgiveness and communication openness negatively moderate the mediation path. We enrich current literature by investigating the mechanism of abusive supervision and the impact of this kind of dysfunctional leadership on voice behavior and how to minimize the negative effects. The suggestions proposed can be referred to by practitioners and researchers in establishing a positive working environment.

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