Influence of supervisor’s ‘GABJIL’(abusive supervision)in the foodservice industry on outcome variables : Testing moderation effect of organizational Justice

2018 ◽  
Vol 27 (1) ◽  
pp. 91-107 ◽  
Author(s):  
Hyungseo Ryu ◽  
Kisang Ryu
Keyword(s):  
Organizational Justice ◽  
Abusive Supervision ◽  
Moderation Effect ◽  
Foodservice Industry

scholarly journals The effect of supervisors’ abusive supervision on organizational cynicism

2015 ◽  
Vol 28 (2) ◽  
pp. 225-248
Author(s):  
HyunSun Park ◽  
HyunSun Chung ◽  
DongGun Park
Keyword(s):  
Future Study ◽  
Interaction Effect ◽  
Work Performance ◽  
Abusive Supervision ◽  
Performance Level ◽  
Moderation Effect ◽  
Mediated Moderation ◽  
Organizational Cynicism ◽  
The Relationship

The purpose of this present study was to investigate the predictors of an interaction effect between supervisors’ abusive supervision and work performance level, especially focused on the relationship to employee’s organizational cynicism. In addition, this study examined the mediated moderation effect of supervisors’ work performance level through employee’s silence. The results from 300 participants provided evidence that (1) the interaction effect of supervisors’ abusive supervision with work performance level was positively related to organizational cynicism, (2) employee’s silence mediated the relationship between the interaction effect of supervisors’ abusive supervision with work performance level and organizational cynicism. Based on the results, implications of these findings, limitations and future study direction were discussed in general discussion.

Beyond Victims and Perpetrators

2018 ◽  
Vol 11 (1) ◽  
pp. 116-122 ◽  
Author(s):  
Meghan A. Thornton-Lugo ◽  
Deeksha Munjal
Keyword(s):  
Organizational Justice ◽  
Abusive Supervision ◽  
Workplace Experiences ◽  
Organizational Experiences ◽  
Complex Phenomena

We acknowledge and agree with Cortina, Rabelo, and Holland (2018) that the tendency to focus on victims as precipitators of their own negative workplace experiences (e.g. abusive supervision) presents a problematic theoretical paradigm. Using organizational justice as an illustration, we note that even in fields with an orientation toward victims, similar trends with regard to victim precipitation have still emerged. However, we also argue that although the perpetrator predation approach may help to avoid this tendency and encourage a better understanding of the responsibility for and origins of certain organizational experiences, it may fall short when examining complex phenomena that involve more than the dyad of perpetrator and victim. We suggest that industrial and organizational (I-O) psychology scholars might be better served by abandoning the language of victim and perpetrator altogether. Though we invoke these two terms when discussing organizational justice, we ultimately come to argue that researchers should utilize different language that better captures the experience and role of employees in these phenomena.

Making Sense of “Good” and “Bad”: A Deonance and Fairness Approach to Abusive Supervision and Prosocial Impact

2020 ◽  
pp. 1-35
Author(s):  
Michael A. Johnson ◽  
Manuela Priesemuth ◽  
Bailey Bigelow
Keyword(s):  
Field Study ◽  
Organizational Justice ◽  
Cognitive Process ◽  
Positive Impact ◽  
Abusive Supervision ◽  
Field Studies ◽  
Behavioral Ethics ◽  
Making Sense ◽  
Fairness Theory ◽  
Competing Hypotheses

This article challenges the unidimensional view of abusive supervisors and examines how employees respond to abuse when the transgressing boss also has a positive impact on others. Drawing on deonance and fairness theory, we propose competing hypotheses about the influence of prosocial impact. Specifically, we use deonance theory to suggest that prosocial impact might buffer the effects of abusive supervision. Alternatively, we incorporate fairness theory to predict that prosocial impact strengthens injustice perceptions and thereby worsens consequences of abuse. Two field studies show support for fairness theory, demonstrating that employees perceive greater injustice, and show stronger retaliatory behaviors, when the abusive supervisor makes a positive difference in the workplace. A final field study replicates these results, while also testing the underlying cognitive process employees use to assess the interplay between “good” and “bad” supervisory characteristics. This article contributes insights to abusive supervision, prosocial impact, organizational justice, and behavioral ethics literatures.

scholarly journals The Effect of Abusive Supervision on Employee Silence with Perceptions of Organizational Politics and Organizational Justice as Mediation

2018 ◽  
Vol 7 (4) ◽  
pp. 426-435
Author(s):  
Iis Sulastri ◽  
Nury Ariani Wulansari
Keyword(s):  
Organizational Justice ◽  
Sampling Method ◽  
Abusive Supervision ◽  
Organizational Politics ◽  
Mediating Role ◽  
Perceptions Of Organizational Politics ◽  
Multi Stage ◽  
Negative Effect ◽  
Employee Silence ◽  
Positive Effect

The purpose of this study is to explain the effect of abusive supervision on employee silence with perceptions of organizational politics and organizational justice as mediator. The population of this study was all employees of a developing textile and garment company in the Semarang District. The sampling method used a multi-stage random sampling with a sample of 199 respondents. Methods of data collection used observation, interviews and questionnaires that were measured using a Likert scale. Methods of analysis of this study used the software of WarpPLS 6.0. The results show that abusive supervision and perceptions of organizational politics have a positive effect on employee silence. abusive supervision has a positive effect on perceptions of organizational politics, but abusive supervision has a negative effect on organizational justice. In addition, organizational justice has a negative effect on employee silence. Perceptions of organizational politics and organizational justice as a partial mediating role on the effect of abusive supervision on employee silence. Suggestions for the company that the company can reduce the high of employee silence with giving treatment employees fairly and supervisor should improve its supervision system.

Why Abusive Supervision Impacts Employee OCB and CWB: A Meta-Analytic Review of Competing Mediating Mechanisms

2019 ◽  
Vol 45 (6) ◽  
pp. 2474-2497 ◽  
Author(s):  
Yucheng Zhang ◽  
Xin Liu ◽  
Shan Xu ◽  
Liu-Qin Yang ◽  
Timothy C. Bednall
Keyword(s):  
Organizational Justice ◽  
Work Stress ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Abusive Supervision ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Analytic Review ◽  
Mediating Mechanisms

Studies on abusive supervision have adopted justice and resource perspectives to explain its effects on employee organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). However, these studies have not provided a comprehensive account of why abusive supervision affects OCB and CWB and which of these two mediating mechanisms matters more. To address these questions, we conducted two studies using meta-analytic structural equation modeling. In the main study, we analyzed 427 primary studies that incorporated 973 independent correlations ( N = 336,236). The results showed that both organizational justice (the justice lens) and work stress (the resource lens) mediated the influence of abusive supervision on OCB and CWB. Furthermore, organizational justice accounted for a greater proportion of abusive supervision’s effect on OCB than did work stress, whereas work stress accounted for a greater proportion of abusive supervision’s effect on CWB than did organizational justice. Finally, between-study moderation analyses showed that the effect of abusive supervision on CWB was stronger in masculine cultures than in feminine cultures. The supplementary study incorporated effect sizes from six existing meta-analyses ( N = 151,381) and largely replicated the main study’s findings.

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