Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs.

Mitchell, Marie S.; Ambrose, Maureen L.

doi:10.1037/0021-9010.92.4.1159

Cited by 1,206 publications

(1,323 citation statements)

References 72 publications

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“…Regression results revealed that workplace bullying was significantly related to employees' unethical behavior in the workplace. This result corroborates findings of Mitchell and Ambrose (2007) who found a significant positive relationship between abusive supervision and workplace deviance.…”

Section: Discussion and Recommendationssupporting

confidence: 82%

Workplace Bullying and Unethical Behaviors: A Mediating Model

Aleassa¹,

Megdadi²

2014

IJBM

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Workplace bullying and unethical behaviors are increasingly being recognized as serious problems that warrant attention. However, there is no previous research has investigated the possible effect of workplace bullying on employees unethical behaviors. So, this study is an attempt to fill this void. Moreover, we investigated whether this effect is mediated by psychological ownership. The model of this study was tested using survey data collected from a sample of 295 commercial bank employees. Results provided support for the proposed model, as workplace bullying predicted employees unethical behaviors and psychological ownership partially mediated the workplace bullying-unethical behaviors relationship. Recommendations and directions for future research are provided.

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Section: Discussion and Recommendationssupporting

confidence: 82%

Workplace Bullying and Unethical Behaviors: A Mediating Model

Aleassa¹,

Megdadi²

2014

IJBM

View full text Add to dashboard Cite

show abstract

“…Ashforth, 1994Ashforth, , 1997Duffy et al, 2002;Frone, 2000;Grandey et al, 2007;Mitchell and Ambrose, 2007;Tepper, 2000Tepper, , 2007Yagil, 2006). The emotional outcomes revealed here begin to address Brief and Weiss' (2002) call for additional empirical research on leaders' affect on followers' moods and emotions.…”

Section: A Unique Contributionmentioning

confidence: 99%

Young workers' experiences of abusive leadership

Starratt

Grandy

2010

Leadership & Org Development J

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Purpose -The purpose of this paper is to develop a model of abusive leadership as experienced by young workers. Abusive leadership is understood to be subjective and as such this research seeks to explore the experience of abusive leadership through a qualitative approach. Design/methodology/approach -Drawing on interviews with 30 young workers who identified themselves as having a "bad" boss, this study employs a constructivist grounded theory approach in order to identify behaviours, moderators and outcomes of abusive leadership. Findings -A definition and model of abusive leadership as experienced by young workers is proposed. The model details 11 behaviours, five moderators and six individual and two organizational outcomes of abusive leadership. Originality/value -The adoption of a constructivist grounded theory approach reveals several unique factors that moderate the relationship between behaviors and outcomes of abusive leadership in young workers. By grounding the model in the actual experiences of young workers, the paper offers possibilities for future research on abusive leadership and young workers and across demographic groups.

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“…"My nearest superior puts me down in front of others"). The scale was originally developed by Tepper (2000) and the subscales reflecting active-aggressive and passive-aggressive forms of abusive supervision were discerned by Mitchell and Ambrose (2007).…”

Section: Methodsmentioning

confidence: 99%