Abusive Supervision and Job Performance: The Moderating Role of Conscientiousness and Agreeableness

2011 ◽  
Author(s):  
Jonathan A. Shaffer ◽  
Amit Nandkeolyar
Keyword(s):  
Job Performance ◽  
Abusive Supervision ◽  
Moderating Role

Does Self-Interest Help or Hurt Job Performance? The Moderating Role of Peer Abusive Supervision

2015 ◽  
Vol 2015 (1) ◽  
pp. 15429
Author(s):  
Ping Tyra Shao ◽  
Andrew Li ◽  
Mary Mawritz ◽  
Jessica Bagger
Keyword(s):  
Job Performance ◽  
Abusive Supervision ◽  
Self Interest ◽  
Moderating Role

Abusive Supervision and Work Performance: The Moderating Role of Abusive Supervision Variability

2016 ◽  
Vol 44 (7) ◽  
pp. 1089-1098 ◽  
Author(s):  
Lian Zhou
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Work Performance ◽  
Abusive Supervision ◽  
Situational Strength ◽  
Negative Impacts ◽  
The Impact ◽  
Negative Relationships ◽  
Moderating Role

I drew on situational strength theory to develop and test a cross-level contingent model to explain how the dispersion-based conceptualization of group-level abusive supervision (i.e., abusive supervision variability) affects subordinates' work performance. Analysis of multisource, longitudinal data of 242 supervisor–subordinate dyads from 82 groups showed that abusive supervision was negatively related to job performance and organizational citizenship behaviors (OCB). Further, results of moderated path analysis showed abusive supervision variability augmented the negative impacts of abusive supervision on job performance and OCB, such that these negative relationships would be stronger when the variability of abusive supervision was low as opposed to high. I discuss the implications of abusive supervision variability as it relates to understanding the impact of abusive supervision on subordinates' performance.

Relationship between big five personality model and abusive supervision

2019 ◽  
Vol 12 (2) ◽  
Author(s):  
Bibi Tahira ◽  
Naveed Saif ◽  
Muhammad Haroon ◽  
Sadaqat Ali
Keyword(s):  
Big Five ◽  
Abusive Supervision ◽  
State Universities ◽  
Big Five Personality ◽  
Big Five Model ◽  
The Impact ◽  
First Time ◽  
Supervisor Behavior ◽  
Moderating Role

The current study tries to understand the diverse nature of relationship between personality Big Five Model (PBFM) and student's perception of abusive supervision in higher education institutions of Khyber Pakhtoonkhwa Pakistan. Data was collected in dyads i.e. (supervisors were asked to rate their personality attributes while student were asked to rate the supervisor behavior) through adopted construct. For this purpose, data was collected from three government state universities and one Private Sector University. The focus was on MS/M.Phill and PhD student and their supervisors of the mentioned universities. After measuring normality and validity regression analysis was conducted to assess the impact of supervisor personality characteristics that leads to abusive supervision. Findings indicate interestingly that except agreeableness other four attributes of (PBFM) are play their role for abusive supervision. The results are novel in the nature as for the first time Neuroticism, openness to experience, extraversion and conscientiousness are held responsible for the abusive supervision. The study did not explore the demographic characteristics, and moderating role of organizational culture, justice and interpersonal deviances to understand the strength of relationship in more detail way. Keywords: Personality big five model, abusive supervision, HEIs

SELF-ESTEEM AND JOB PERFORMANCE: THE MODERATING ROLE OF SELF-ESTEEM CONTINGENCIES

2010 ◽  
Vol 63 (3) ◽  
pp. 561-593 ◽  
Author(s):  
D. LANCE FERRIS ◽  
HUIWEN LIAN ◽  
DOUGLAS J. BROWN ◽  
FIONA X. J. PANG ◽  
LISA M. KEEPING
Keyword(s):  
Job Performance ◽  
Self Esteem ◽  
Moderating Role
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