How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect

Michel, Jesse S.; Newness, Kerry; Duniewicz, Kris

doi:10.1007/s10869-015-9400-2

Cited by 86 publications

(81 citation statements)

References 96 publications

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“…Pull of notable literature have linked negative organizational outcomes to emotional exhaustion, thereby linking emotional exhaustion to resource lost and decreases in organizational citizenship and commitment, turnover intention, job performance, and quality of life [40][41][42][43]. Supervisor's incivility is more harmful than any other form of incivility, and this is as a result of the power differential that is experienced in the dyadic relationship between supervisors and the employees [44,45]. Some empirical evidence on incivility has largely focused on employee-employee interaction as the consequences of such an interaction on work outcome.…”

Section: Supervisor Incivility Emotional Exhaustion Turnover Intentmentioning

confidence: 99%

Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy

2018

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The hotel business is globally acknowledged to significantly contribute to the tourism industry. Over time, supervisor’s incivility continues to be a serious issue where cases of the uncivil act are known to be costly to the organization and creating negative effects on employees’ health and organizational continuity. Human capital has also been highlighted as one of the key variables to organizational sustainability. Using convenience sampling method, this study adopted a total of 329 respondents’ perception to test the study variables. The effect of supervisor’s incivility was assessed against employee’s self-efficacy, turnover intention, emotional exhaustion, and job satisfaction. The study employed data gathered from four and five stars hotels in Nigeria using Analysis of a moment structures (IBM AMOS) software to analyze the hypothesized relationships. Empirical evidence shows that self-efficacy mediates the relationship between supervisor incivility, turnover intention, and job satisfaction. The results show that evidence of supervisor’s incivility negatively affects hotel employee.

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Section: Supervisor Incivility Emotional Exhaustion Turnover Intentmentioning

confidence: 99%

Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy

2018

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“…The reality shows that the presence of the supervisor as the hierarchical superior, as can be seen from previous research (Frunză, 2017;Caras & Sandu, 2014), but also from this research, brings about control and monitoring, which can generate a greater aggressiveness in the supervision relationship. Michel et al (2015) discusses the deviant effects of the staff's behaviour when involved in an aggressive supervision relationship. Abusive supervision (ZHOU, 2016), which is possible when the power gap between supervised and supervisor is disputed, produces adverse effects on workplace relationships, generating conflicting and deviant behaviours, as well as declining work performance.…”

Section: Discussionmentioning

confidence: 99%

Importance of Supervision in Social Work

Voicu¹

2017

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Abstract:The difficulties of working in the social work field, the unexpected situations which the professionals may face, the frequent ethical dilemmas, the emotional hardships request the need of supervision for the social workers in order to achieve a better performance. From a theoretical point of view, the supervision is a solution that can bring support, competence, education, information, orientation, which will provide a good development for the professional workflow. From a practical point of view, the laws, the employment mentality, the lack of financial resources and of specialized supervisors make this process become a luxury which only few have the chance to have it. Through this article, I tried to explain how big is the gap between the needs and the professional realities from the supervision perspective in social work.

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“…Leaders in organizations have the potential to positively or negatively influence subordinate attitudes, behaviors, and their general well-being with every single workplace interaction (Michel, Newness, & Duniewicz, 2015). This means that every workplace interaction is critically important.…”

Section: The Intersection Of Leadership and Mistreatmentmentioning

confidence: 99%

“…The mere exposure to negative interpersonal conflicts at work has been linked to elevated levels of employee distress and becomes perpetually more severe because employees who report being distressed tend to interpret subsequent events more negatively (Mikkelsen & Einarsen, 2002). Subordinates who experience abusive supervision tend to feel undervalued and view themselves as social outcasts in the workplace (Michel et al, 2015). Employees may seek to restore their sense of self-esteem following the experience of abusive supervision by lashing out at the perpetrator of this abuse and the organization that allowed this abuse to occur (Bowling & Michel, 2011).…”

Section: Consequences Of Abusive Supervisionmentioning

confidence: 99%

“…A prominent reaction of those who are mistreated by their supervisors is workplace deviance. Workplace deviance is defined as voluntary acts that undermine the interests of an organization and its members (Robinson & Bennett, 1995), and such acts can range from production and property deviance (e.g., taking long breaks, equipment theft, and/or sabotage) to interpersonal deviance and aggression (e.g., favoritism, gossip, and verbal abuse) (Michel et al, 2015). This form of retaliation to mistreatment can be perceived as appropriate if it is perpetuated by organizational norms (Michel et al, 2015).…”

Section: Consequences For Organizationsmentioning

confidence: 99%

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Abusive Supervision in the Workplace: An Examination of Current Research and a Proposal for Preventive Measures

Kemper¹

2016

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Abusive supervision is a serious and growing problem plaguing today's organizations, affecting up to 16 percent of employees. This paper provides an overview of workplace mistreatment research, focusing specifically on abusive supervision and its antecedents and consequences, and proposes a course of action for organizations interested in reducing and preventing abusive supervision. In total, 93 articles were included based on the originality of their contributions to the literature. The central objective of this paper is to create a foundation of knowledge and understanding of abusive supervision, which organizations can then use to identify and prevent the occurrence of abusive supervision. Future research on abusive supervision should focus on creating prevention programs and testing their effectiveness on organizations.

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How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect

Cited by 86 publications

References 96 publications

Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy

Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy

Importance of Supervision in Social Work

Abusive Supervision in the Workplace: An Examination of Current Research and a Proposal for Preventive Measures

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