Joint influences of individual and work unit abusive supervision on ethical intentions and behaviors: A moderated mediation model.

2013 ◽  
Vol 98 (4) ◽  
pp. 579-592 ◽  
Author(s):  
Sean T. Hannah ◽  
John M. Schaubroeck ◽  
Ann C. Peng ◽  
Robert G. Lord ◽  
Linda K. Trevino ◽  
...  
Keyword(s):  
Abusive Supervision ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Work Unit ◽  
Ethical Intentions ◽  
Moderated Mediation Model ◽  
And Behaviors

It's not me, it's you: Testing a moderated mediation model of subordinate deviance and abusive supervision through the self‐regulatory perspective

2019 ◽  
Vol 29 (1) ◽  
pp. 227-243 ◽  
Author(s):  
Samson Samwel Shillamkwese ◽  
Hussain Tariq ◽  
Asfia Obaid ◽  
Qingxiong Weng ◽  
Thomas Noel Garavan
Keyword(s):  
Abusive Supervision ◽  
Moderated Mediation ◽  
The Self ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Regulatory Perspective

When a proximate starts to gossip

2019 ◽  
Vol 41 (5) ◽  
pp. 851-875 ◽  
Author(s):  
Bashir Ahmad ◽  
Hussain Tariq ◽  
Qingxiong (Derek) Weng ◽  
Samson Samwel Shillamkwese ◽  
Nadeem Sohail
Keyword(s):  
Social Interaction ◽  
Design Methodology ◽  
Experience Sampling ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Interaction Theory ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Retail Company

Purpose Based on revenge theory and the three objectives of social interaction theory of aggression, the purpose of this paper is to develop a framework to answer why and when a subordinate’s own behaviour instigates abuse at the workplace. In particular, the authors argue that subordinate gossip behaviour instils in supervisors a thought of revenge towards that subordinate, which, in turn, leads to abusive supervision. Specifically, this hypothesised relationship is augmented when the supervisor feels close to the gossiper (i.e. psychological proximity). Design/methodology/approach The authors conducted two independent studies to test the moderated mediation model, which collectively investigate why and when subordinate gossip behaviour provokes abusive supervision in the workplace. A lagged study (i.e. Study 1: 422 supervisors and subordinates) in a large retail company and an experience sampling study (i.e. Study 2: 96 supervisors and subordinates with 480 daily surveys) in multiple organisations provide support for the moderated mediation model. Findings The two-study (i.e. a lagged study and an experience sampling study) findings support the integrated model, which has mainly focussed on instrumental consideration of abusive supervision that influences the supervisor–subordinate relationship. Originality/value The two-study investigation has important and meaningful implications for abusive supervision research because it determines that subordinate gossip behaviour is more threating to a supervisor when the subordinate and the supervisor are psychological close to each other than when they are not. That is because when they are close, the supervisor is not expecting gossip behaviour from the subordinate, thus giving rise to an abusive workplace.

scholarly journals Abusive Supervision as a Response to Follower Hostility: A Moderated Mediation Model

2018 ◽  
Vol 164 (3) ◽  
pp. 495-514 ◽  
Author(s):  
Jeroen Camps ◽  
Jeroen Stouten ◽  
Martin Euwema ◽  
David De Cremer
Keyword(s):  
Abusive Supervision ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Moderated Mediation Model

Older and Less Deviant Reactions to Abusive Supervision? A Moderated Mediation Model of Age and Cognitive Reappraisal

2020 ◽  
Vol 6 (3) ◽  
pp. 195-205 ◽  
Author(s):  
Yisheng Peng ◽  
Xiaohong Xu ◽  
Russell Matthews
Keyword(s):  
Older Workers ◽  
Cognitive Reappraisal ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Workplace Deviance ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Younger Workers ◽  
Age Related ◽  
Employee Age

Abstract Given the significant costs of abusive supervision and the broad implications of an increasingly aging workforce, scholars have called for examining the role of employee age in the abusive supervision literature. In response to this call, this study introduced a moderated mediation model of age, abusive supervision, cognitive reappraisal, and workplace deviance based on socioemotional selectivity theory. We tested this model with a sample of 614 working adults. Results suggest that employee age significantly moderated the effect of abusive supervision on cognitive reappraisal such that abusive supervision was negatively related to cognitive reappraisal for younger workers, but not for older workers. Cognitive reappraisal was negatively related to workplace (i.e., interpersonal and organizational) deviance. Furthermore, there was a significant moderated mediation effect where the indirect relationship between abusive supervision and workplace deviance via cognitive reappraisal was significant for younger workers, but not for older workers. Our findings suggest that older workers’ emotional competencies (e.g., use of cognitive reappraisal) may account for age-related advantages in coping with abusive supervision. Theoretical and implications were discussed.

When and how vicarious abusive supervision leads to bystanders’ supervisor-directed deviance

2019 ◽  
Vol 48 (7) ◽  
pp. 1734-1755
Author(s):  
Shu-Chen Chen ◽  
Na-Ting Liu
Keyword(s):  
Performance Appraisal ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Dyadic Relationships ◽  
Mediation Model ◽  
Responsibility Attribution ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Nuanced Understanding ◽  
Indirect Relationship

Purpose The purpose of this paper is to examine bystanders’ supervisor-directed deviance to vicarious abusive supervision by supervisor-directed attribution. Furthermore, this study developed a moderated–mediation model to explore how LMX between bystander and his/her supervisor moderate the relationship between vicarious abusive supervision and the supervisor-directed attribution, which subsequently influences bystanders’ supervisor-directed deviance. Design/methodology/approach The paper tested the model using a sample of 336 workers using a two-wave survey. A moderated–mediation analysis was conducted with bootstrapping procedure to test the first stage moderated–mediation model in this study. Findings The results showed that LMX (between bystander and his/her supervisor) weakens the indirect relationship between vicarious abusive supervision and supervisor-directed deviance by bystanders’ supervisor-directed attribution. Practical implications Leadership training programs should be conducted to caution supervisors in terms of the deleterious consequences of vicarious abusive supervision. Organizations also should plan perception and communication training courses for leaders; such training would reduce bystanders’ responsibility attribution to them by providing timely explanations and communication. Furthermore, organizations should monitor supervisors by managers’ performance appraisal and formulate rules to punish abusive managers. Originality/value These results clarify the nature and consequences of LMX (dyadic relationships of bystanders–supervisor) for bystanders’ attribution process, and explain underlying attributional perceptions and reactions to vicarious abusive supervision. This study provides a more nuanced understanding of when and how vicarious abusive supervision leads to bystanders’ supervisor-directed deviance.

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