Abusive supervision: exploring the relationship with narcissism, self-promotion and unpredictability

2021 ◽  
Vol 40 (3) ◽  
pp. 209-223
Author(s):  
Treena Gillespie Finney ◽  
R. Zachary Finney ◽  
John G. Roach III
Keyword(s):  
Occupational Status ◽  
Abusive Supervision ◽  
Mediating Effects ◽  
Destructive Leadership ◽  
Multiple Sources ◽  
Bootstrap Analysis ◽  
Content Type ◽  
The Relationship ◽  
Perceptions Of Abuse ◽  
Practical Implications

PurposeThis study investigates whether subordinates who rate their managers higher on narcissism are also more likely to view their managers as abusive. In particular, the study explores the extent to which managers whom subordinates rate higher on narcissism use certain behaviors (self-promotion and unpredictability) that mediate the relationship between narcissism and perceived abuse.Design/methodology/approachSurvey participants (n = 949) rated their most-destructive manager in terms of self-promotion, unpredictability, narcissism and abusiveness. A bootstrap analysis assessed the positive, mediating effects of leader self-promotion and unpredictability on the narcissism–abuse relationship.FindingsDegree of perceived supervisor narcissism predicted subordinates' perceptions of abusive supervision. However, the supervisor's self-promotion activities and unpredictability fully mediated this relationship.Research limitations/implicationsThis study identifies perceived narcissism as an antecedent of abusive supervision and identifies two mediators relevant to subordinates' perceptions of abuse. Using multiple methods and multiple sources, the authors recommend that scholars identify additional mediators. Further research should consider variables such as gender, organizational culture and occupational status.Practical implicationsFindings highlight how subordinates connect supervisor narcissism to abuse; this allows human resource practitioners to better predict and address subordinates' perceptions of their managers and to design interventions for improving supervisors' behaviors.Originality/valueThis study helps in explaining destructive leadership by empirically examining perceptions of narcissism as a driver of abusive supervision. Also, the study reveals the characteristics of narcissistic managers that impede productive relationships with subordinates.

Service quality and global competitiveness: evidence from global service firms

2017 ◽  
Vol 27 (6) ◽  
pp. 1058-1080 ◽  
Author(s):  
Wenbin Sun ◽  
Jing Pang
Keyword(s):  
Service Quality ◽  
Service Industry ◽  
Situational Factors ◽  
Service Firms ◽  
Moderating Effects ◽  
Multiple Sources ◽  
Content Type ◽  
Global Competitiveness ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to explore the relationship between service quality and firms’ global competitiveness in the service industry. A set of moderating effects is formulated to further reveal how the relationship varies under different situations. Design/methodology/approach This paper tests the model with data collected from multiple sources such as World’s Most Admired Companies and COMPUSTAT. Two types of robust regressions for panel data are employed in the empirical model estimation. Findings Service quality is found to significantly drive global competitiveness. Specifically, its impact is stronger for large service firms and when the global environment is characterized as low munificence, high dynamism, or high complexity. Practical implications The paper provides a set of implications for managers of service firms regarding global expansion and quality management. It generates useful guidelines of maximizing the power of service quality when a firm’s global competitive advantage is considered. Originality/value This paper takes the first attempt to formulate service quality’s influence on firm’s global competitiveness with a consideration of specific situational factors.

Governing knowledge sharing behaviour in post-Soviet Kazakhstan

2017 ◽  
Vol 29 (3) ◽  
pp. 150-164 ◽  
Author(s):  
Sanat Kozhakhmet ◽  
Mohammad Nazri
Keyword(s):  
Knowledge Sharing ◽  
Affective Commitment ◽  
Mediating Effects ◽  
Governance Mechanisms ◽  
Content Type ◽  
Mediating Role ◽  
Wide Range ◽  
Knowledge Governance ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this study is to expand the understanding of knowledge governance approaches by examining governance mechanisms that can be used to enhance affective commitment. Then, this paper aims to investigate the mediating effects of affective commitment on the relationship between knowledge governance mechanisms (KGMs) and knowledge sharing. Design/methodology/approach Self-administered questionnaires were used to gather data from 391 employees working in a wide range of organizations operating in Kazakhstan. Regression analysis and structure equation models (SPSS and AMOS) were used to assess the research model. Findings The empirical results indicated that formal and informal KGMs have a significant impact on knowledge sharing. Moreover, the results revealed that affective commitment mediates the relationship between KGMs and knowledge sharing. Practical implications The proposed KGM is a response to practical necessity to promote the affective commitment by combinations of organizational antecedents. Originality/value It is the first attempt in post-Soviet Kazakhstan to systematically analyze the effect of knowledge governance on affective commitment. In addition, this paper offers a conceptual framework where affective commitment plays the mediating role in successful knowledge sharing.

Impact of employee's political skill on abusive supervision: does gender matter?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fizza Rizvi ◽  
Akbar Azam
Keyword(s):  
Design Methodology ◽  
Political Skill ◽  
Abusive Supervision ◽  
Positive Outcomes ◽  
Simple Linear Regression ◽  
Content Type ◽  
Abusive Behavior ◽  
Ideal Situation ◽  
The Relationship ◽  
Practical Implications

PurposeThe purpose of this research is to investigate if employees possessing good political skill face less abusive behavior from their supervisors. Moreover, the gender of the subordinate has been tested as a moderator between political skill and abusive supervision. Cultural and social factors prevailing in the research settings of Pakistan provide an ideal situation to test the relationship between political skill and abusive supervision.Design/methodology/approachThe data were collected from 178 employees representing different sectors of Pakistani industry. To test the relationship between political skill and abusive supervision, simple linear regression was run and moderation was tested using PROCESS macro.FindingsFrom the analysis, the major findings prove that political skill lessens abusive supervision. Moreover, due to the cultural settings, male subordinates use political skill more proficiently to avoid abusive supervision as compared to female subordinates.Practical implicationsThe study suggests that in order to maintain harmony in the work environment, employees must learn political skill to avoid abusive supervision. Moreover, females must be given more chances to utilize their political skill to get positive outcomes.Originality/valueThis study fills up a significant gap in the literature, as there is scarce literature available that investigates the relationship between political skill and abusive supervision, specifically in Pakistan.

The opportunity model of organizational commitment

2017 ◽  
Vol 38 (2) ◽  
pp. 259-273 ◽  
Author(s):  
Elif Cicekli ◽  
Hayat Kabasakal
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Multiple Sources ◽  
Content Type ◽  
Job Opportunities ◽  
Using Data ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to determine the relationships between promotion, development, and recognition opportunities at work and organizational commitment, and whether these relationships are moderated by the job opportunities employees have in other organizations. Design/methodology/approach An opportunity model of organizational commitment is developed based on social exchange theory and several streams of opportunity research. Factor analyses and hierarchical multiple regression analyses are carried out to test the hypotheses using data from 550 white-collar employees. Findings The results of the analyses show that opportunities for development and recognition are predictors of organizational commitment, that job opportunities employees have in other organizations negatively moderate the relationship between recognition opportunity at work and organizational commitment, and that promotion opportunity does not predict organizational commitment. Research limitations/implications Future researchers could study the issue in the context of other cultures using data from multiple sources. Practical implications Employers who seek to increase their employees’ organizational commitment are advised to divert their energies from struggling to create promotion opportunities for their employees to creating opportunities for development and recognition. Originality/value The study explores the under-researched concept of opportunity at work and connects several streams of opportunity research by drawing on social exchange theory as a theoretical framework. The model is the first to address the effects of opportunity and alternative opportunities on organizational commitment.

scholarly journals Being suspicious in the workplace: the role of suspicion and negative views of others in the workplace in the perception of abusive supervision

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Birgit Schyns
Keyword(s):  
Implicit Theories ◽  
Abusive Supervision ◽  
Survey Study ◽  
Destructive Leadership ◽  
Leadership Theories ◽  
Implicit Leadership ◽  
Content Type ◽  
Implicit Leadership Theories ◽  
Leadership Perception ◽  
The Relationship

PurposeResearch reported in this manuscript focuses on the relationship between trait suspicion and the perception of abusive supervision. Based on previous research, the authors assume that suspicion is positively related to the perception of abusive supervision. The role implicit theories play in this relationship is examined.Design/methodology/approachTwo studies are presented to examine the relationship between trait suspicion and the perception of abusive supervision as moderated by implicit leadership theories. The first study is a survey study, and the second study is an experimental vignette study.FindingsResults of both studies indicate that suspicion is positively related to the perception of abusive supervision and that implicit leadership theories moderate the relationship between suspicion and the perception of abusive supervision.Research limitations/implicationsResults are interpreted in terms of biases in leadership perception as well as the reversing-the-lens perspective.Originality/valueWhile there is progress in taking into account follower characteristics and the resulting perceptual biases in the study of constructive leadership phenomena such as transformational leadership, less is know about the follower perception aspect of destructive leadership phenomena. With this research, the authors extend research into the influence of follower characteristics on the perception of abusive supervision and also look at boundary conditions of this relationship by including implicit leadership theories as a moderator.

Do employees share knowledge when encountering abusive supervision?

2016 ◽  
Vol 31 (1) ◽  
pp. 154-168 ◽  
Author(s):  
Wei-Li Wu ◽  
Yi-Chih Lee
Keyword(s):  
Knowledge Sharing ◽  
Psychological Capital ◽  
Abusive Supervision ◽  
Group Level ◽  
Destructive Leadership ◽  
Content Type ◽  
Multi Level ◽  
The Relationship ◽  
Group Trust ◽  
Level Group

Purpose – Despite the prevalence of destructive leadership in today’s workplace, the authors know little about its influence on knowledge sharing among employees. Using the conservation of resources (COR) theory, the authors examine how abusive supervision influences psychological capital and affects knowledge sharing. Further, the authors take a context variable (group trust) to explore its cross-level influence on the above causal relationship. The paper aims to discuss these issues. Design/methodology/approach – This study conducts multi-level analyses of knowledge sharing. Abusive supervision and psychological capital are the determinants of knowledge sharing at the individual level. Group trust is considered a group-level variable with cross-level influences. The final sample for an empirical test conducted using hierarchical linear modeling includes 449 group members of 55 working groups. Findings – Empirical results show that abusive supervision is negatively related to knowledge sharing. The results also indicate that psychological capital mediates the relationship between abusive supervision and knowledge sharing. At the group level, group trust has a direct cross-level impact on employees’ knowledge sharing and mitigates the relationship between abusive supervision and psychological capital. Originality/value – Applying the COR theory, this is the first research to discuss how destructive leadership (i.e. abusive supervision) influences knowledge sharing. Based on the multi-level perspective, the authors also examine how group trust can have a cross-level impact on knowledge sharing and the relationship between abusive supervision and psychological capital.

How can we decrease burnout and safety workaround behaviors in health care organizations? The role of psychosocial safety climate

2019 ◽  
Vol 48 (2) ◽  
pp. 528-550 ◽  
Author(s):  
Sari Mansour ◽  
Diane-Gabrielle Tremblay
Keyword(s):  
Emotional Exhaustion ◽  
Safety Climate ◽  
Negative Consequences ◽  
Physical Fatigue ◽  
Measurement Scales ◽  
Bootstrap Analysis ◽  
Mediation Effects ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

PurposeConducted with a staff of 562 persons working in the health sector in Quebec, mainly nurses, the purpose of this paper is to test the indirect effects of psychosocial safety climate (PSC) on workarounds through physical fatigue, cognitive weariness and emotional exhaustion as mediators.Design/methodology/approachThe structural equation method, namely CFA, was used to test the structure of constructs, the reliability and validity of the measurement scales as well as model fit. To test the mediation effects, Hayes’s PROCESS (2013) macro and 95 percent confidence intervals were used and 5,000 bootstrapping re-samples were run. The statistical treatments were carried out with the AMOS software V.24 and SPSS v.22.FindingsThe results based on bootstrap analysis and Sobel’s test demonstrate that physical fatigue, cognitive weariness and emotional exhaustion mediate the relationship between PSC and safety workarounds.Practical implicationsThe study has important practical implications in detecting blocks and obstacles in the work processes and decreasing the use of workaround behaviors, or in converting their negative consequences into positive contributions.Originality/valueTo the authors’ knowledge, this is the first study to examine the relationship between PSC, burnout and workaround behaviors. These results could contribute to a better understanding of this construct of workarounds and how to deal with it. Moreover, the test of the concepts of PSC in this study provides support for the theory of “conservation of resources” by proposing an extension of this theory.

Abusive supervision and employee creativity: a moderated mediation model

2020 ◽  
Vol 41 (2) ◽  
pp. 193-207
Author(s):  
Chuangang Shen ◽  
Yucheng Zhang ◽  
Jing Yang ◽  
Siqi Liu
Keyword(s):  
Social Exchange ◽  
Harmful Effect ◽  
Abusive Supervision ◽  
Proactive Personality ◽  
Employee Creativity ◽  
Multiple Sources ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to examine the harmful effect of abusive supervision on employee creativity through feedback-seeking behavior (FSB) and the moderation of this mediation by proactive personality.Design/methodology/approachThis study conducted hierarchical regression and path analysis to analyze the 341 manager–employee dyads data gathered from 11 companies in China.FindingsThe results reveal that abusive supervision had a detrimental effect on employee creativity partially mediated by employee FSB, and employees' proactive personality moderated the mediation.Research limitations/implicationsAlthough the findings of this research are based on multiple sources data, it is hard to draw causal inferences because the nature of the data is cross-sectional.Practical implicationsOrganizations should be aware of the deleterious effect of abusive supervision on employee creativity and should seek to inhibit supervisors' abusive behavior in the workplace.Originality/valueThis study re-examines the relationship between abusive supervision and employee creativity in the Chinese context from the social exchange perspective. The mediating role of FSB and the moderating role of proactive personality offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and employee creativity.

scholarly journals When do abusive leaders experience guilt?

2020 ◽  
Vol 32 (6) ◽  
pp. 2239-2256 ◽  
Author(s):  
Cass Shum ◽  
Anthony Gatling ◽  
Min-Hsuan Tu
Keyword(s):  
Design Methodology ◽  
Abusive Supervision ◽  
Appraisal Theory ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Path Analyses ◽  
The Relationship ◽  
Practical Implications ◽  
Scenario Study

Purpose Drawing from the appraisal theory, this paper aims to examine the conditions under which abusive leaders experience guilt and suggests that guilt motivates leaders to help followers. Design/methodology/approach A scenario study with a sample of 285 hospitality supervisors was used to test the theoretical model. Path analyses were conducted to test the three-way-moderated mediation model. Findings Results show a three-way interaction among enacted abuse, managerial abuse and agreeableness on the guilt: leaders are more likely to experience guilt over their enacted abusive supervision when they do not perceive their direct manager as abusive and when they are agreeable. Moreover, guilt mediates the relationship between enacted abuse and a leader’s intention to help their followers. Research limitations/implications This study shows that abusive supervisors pay an emotional cost for their enacted abuse (in terms of guilt). Practical implications Hospitality organization should assign non-abusive mentors to leaders, especially agreeable ones, to detect and reduce abusive supervision. Originality/value First, this study addressed the lack of research on the effect of abusive supervision on the abusers by studying the conditions under which abusive leaders experience guilt. Second, this study shows that because of guilt, abusive leaders have a higher intention to help their followers. It explains why abusive leaders can be helpful.

Abusive supervision and employee creativity in China

2016 ◽  
Vol 37 (8) ◽  
pp. 1187-1204 ◽  
Author(s):  
Jibao Gu ◽  
Jun Song ◽  
Jianlin Wu
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Full Time ◽  
Employee Creativity ◽  
Content Type ◽  
Psychological Mechanism ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to examine how abusive supervision affects employee creativity, incorporating departmental identification as a mediator and face as a moderator based on social identity theory. Design/methodology/approach The study sample consisted of 207 full-time employees in China. Findings Results indicate that abusive supervision is negatively related to employee creativity and this relationship is fully mediated by departmental identification. In addition, face held by employees plays a moderating role: the direct effect of abusive supervision on departmental identification and the mediating effect of departmental identification are stronger when face is low rather than high. Practical implications This study also has major practical implications for organizations. First, the organizations should fully understand the harmfulness of abusive supervision and try to avoid abusive behaviors. Second, the organizations could enhance employee creativity by promoting departmental identification. Third, employees who hold low face should get more attention and support. Originality/value This study makes several theoretical implications. First, findings contribute to enriching one’s understanding of the relationship between abusive supervision and employee creativity in China. Second, the domain of abusive supervision is expanded by empirically testing departmental identification as a crucial psychological mechanism explaining the abusive supervision – employee creativity relationship. Third, this study also advances one’s understanding of social identity process by examining empirically moderating effects of cultural value in the relationship between abusive supervision and employee creativity.

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