Effects of Abusive Supervision, Psychological Climate, and Felt Violation on Work Outcomes

PurposeThe purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating role of ethics-related self-efficacy and work engagement and the moderating influence of psychological climate in explaining the association between abusive supervision and employee voice behavior.Design/methodology/approachThis study used data in pairs collected from 402 supervisors and employees of construction companies in Anhui, China. In this study, the authors used the time-lag approach to collect data in three-time waves from different respondents. A structural equation modeling (SEM) approach was applied to test the hypothesized model.FindingsThe results of this study indicate that there is a significant association between abusive supervision and employee voice. Moreover, the results indicated that work engagement mediated the association between abusive supervision and employees' voice. In contrast, self-efficacy did not mediate the link between abusive supervision and employee voice. Furthermore, results also show that the contingent effect of psychological climate significantly influences the mediating effect of work engagement.Originality/valueThis study also has implications for the construction industry, allowing managers to create a favorable working atmosphere in which employees can reinforce their voices at work.

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Psychological Climate for Caring and Work Outcomes: A Virtuous Cycle

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17197035 ◽

2020 ◽

Vol 17 (19) ◽

pp. 7035

Author(s):

Dorota Weziak-Bialowolska ◽

Piotr Bialowolski ◽

Carlued Leon ◽

Tamar Koosed ◽

Eileen McNeely

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Feedback Loop ◽

Psychological Climate ◽

Work Outcomes ◽

Temporal Association ◽

Specific Work ◽

Reverse Relationship ◽

Virtuous Cycle ◽

Organizational Climates

The current literature’s focus on unidirectional effects of psychological and organizational climates at work on work outcomes fails to capture the full relationship between these factors. This article examines whether a psychological climate for caring contributes to specific work outcomes and investigates whether work outcomes support the climate for caring, creating a feedback loop. Results confirm a bi-directional, temporal association between perceived climate for caring and two of the four explored work outcomes: self-reported productivity and self-reported work quality. The effect of a perceived caring climate on these work outcomes was stronger than the effect in the opposite direction. The perception that the work climate was caring was also found to affect work engagement, but the reverse relationship was not identified. We did not find any evidence for a link between job satisfaction and a climate for caring at work in either direction.

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Can Psychopathy Be Adaptive at Work? Development and Application of a Work Focused Self- and Other-Report Measure of the Triarchic Psychopathy Model

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17113938 ◽

2020 ◽

Vol 17 (11) ◽

pp. 3938

Author(s):

Anna Sutton ◽

Maree Roche ◽

Madeleine Stapleton ◽

Anja Roemer

Keyword(s):

Job Performance ◽

Leadership Styles ◽

Abusive Supervision ◽

Well Being ◽

Psychopathic Traits ◽

Work Outcomes ◽

Self And Other ◽

Time Lagged ◽

And Performance ◽

Report Measure

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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