Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.

Abstract

The literature on abusive supervision largely presumes that employees respond to abuse in a relatively straightforward way: When abuse is present, outcomes are unfavorable, and when abuse is absent, outcomes are favorable (or, at least less unfavorable). Yet despite the recognition that abusive supervision can vary over time, little consideration has been given to how past experiences of abuse may impact the ways employees react to it (or, its absence) in the present. This is a notable oversight, as it is widely acknowledged that past experiences create a context against which experiences in the present are compared. By applying a temporal lens to the experience of abusive supervision, we identify abusive supervision inconsistency as a phenomenon that may have different outcomes than would otherwise be predicted by the current consensus in this literature. We draw from theories on time and stress appraisal to develop a model that explains when, why, and for which employees, inconsistent abusive supervision may have negative outcomes (specifically, identifying anxiety as a proximal outcome of abusive supervision inconsistency that has downstream effects on turnover intentions). Moreover, the aforementioned theoretical perspectives dovetail in identifying employee workplace status as a moderator that may buffer employees from the stressful consequences of inconsistent abusive supervision. We test our model using two experience sampling studies with polynomial regression and response surface analyses. Our research makes important theoretical and practical contributions to the abusive supervision literature, as well as the literature on time.

I can do good even when my supervisor is bad: Abusive supervision and employee socially responsible behaviour

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Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.

“…The transactional theory of stress identifies stress as a subjective experience that involves a multistage process that determines proximal (e.g., affective) and distal (e.g., attitudinal and behavioral) reactions to stressors (Lazarus & Folkman, 1984; Rodell & Judge, 2009; Yoon et al, 2023). During the first stage, an individual assesses the extent to which a demanding environmental condition, event, or stimuli is relevant to their well-being in terms of facilitating or hindering the attainment of personally relevant goals.…”

“I Didn't See That Coming!” A daily investigation of the effects of as‐expected and un‐expected workload levels

“…The absence of a sense of control over work‐related tasks and activities that characterizes workload that manifests unexpectedly, as compared to as‐expected, should thus lead employees to experience greater levels of anxiety (Lazarus & Folkman, 1984; Schoellbauer et al., 2022). Anxiety is a negatively valenced emotional response that arises in situations characterized by potential threat and ambiguity about the future (Russell, 1980; Wagner et al., 2014; Yoon et al., 2023). To this point, the unexpected manifestation of workload may indeed be seen as an uncertain threat, which should manifest as anxiety (Lazarus, 1968).…”