The Effects of Abusive Supervision on Team Task Conflict and Relationship Conflict

Qu, Yuanmei; Todorova, Gergana; Dasborough, Marie T.; Shi, Yunxia

doi:10.5465/ambpp.2017.12653abstract

Cited by 3 publications

(4 citation statements)

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“…Blasé and Blasé (2004, p. 251) indicate that according to the research, "abuse in the workplace is associated with a host of serious adverse effects on an individual's physical wellbeing, psychological/emotional well-being, work performance, and social relationships." Lam et al (2017) and Qu et al (2017) contend that there is an adequate and substantial body of literature that illustrates negative consequences associated with abusive supervision, both for employees' psychological well-being and for their performance outcomes. Teachers play crucial roles in ensuring that educational outcomes are achieved (Mills and Ballantyne, 2016).…”

Section: Implications Of Abusive School Leadershipmentioning

confidence: 99%

“…Abusive school leadership suppresses creativity. Despite the implications on organizational productivity, abusive school leadership affects both the team (Qu et al, 2017) and the individual creativity. Breevaart and de Vries (2017) argue that employees who are led by abusive supervisors greatly suffer from these behaviors in various ways, which is in direct contrast to the theory of social justice, and a perpetuation of injustice; these behaviors range from reduced job satisfaction, lessened organizational commitment and heightened emotional exhaustion to insomnia, drinking problems and reduced family satisfaction.…”

Section: Implications Of Abusive School Leadershipmentioning

confidence: 99%

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Analyzing abusive school leadership practices through the lens of social justice

Khumalo

2019

IJEM

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Purpose The present study contributes to the growing body of research on abusive supervision in school settings, particularly by principals. School leadership (principal) behavior has been a topical issue for decades in educational research. This paper attempts to add to scholarly knowledge in the area of school leadership and specifically the effect of abusive school leadership on organizational productivity and organization citizen behavior. Put succinctly, the purpose of this paper is to examine the implications of abusive school leadership on school performance and teacher behavior. Abusive leadership is attributable to behavior that is deviant, antisocial and counter-productive and that which is uncivil. Design/methodology/approach In examining abusive school leadership behavior and its effect on school performance and teacher behavior, this conceptual paper draws heavily from an in-depth analysis of extant scholarship and uses Rawls theory of social justice as a conceptual tool. Social justice theorists believe that social institutions are embedded with immense responsibility of dispensing justice, fairness and equity. Findings Building from these relevant literatures and grounding the argument from the Rawlsian perspective of social justice, it can be argued that abusive school leadership perpetuates unfair and unjust practices toward teachers, which negatively affects performance. Literature reviewed convincingly indicates that abusive tendencies are practiced in school by school leadership. Further, these abusive practices negatively impact on the following: teacher productivity, teacher turnover and, finally, staff members’ well-being and health. The findings confirm that these practices perpetuate social injustice. Schools are social institutions and have to ensure that justice is served on all members of the organization, and, for this reason, Rawls (1971) argues that justice is the first virtue of social institutions. Practical implications The findings of this study have a number of important implications for future practice. It is critical in this study to suggest that in trying to deal with scourge, tougher measures need to be taken by various education departments to ensure that the problem is dealt with effectively. One of the interventions that is suggested is tougher policy positions on matters related to abusive leadership. In education departments that have legislation regarding consequences regarding abusive school leadership practices, tougher action should be taken against leadership which practice abuse. Originality/value School leadership is a highly contested research space and this conceptual paper is of great value because it adds to the already existing insights and understanding in abusive leadership in educational settings. This paper is of great significance because it focuses on the effect of abusive school leadership on teachers’ behavior and school performance.

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Section: Implications Of Abusive School Leadershipmentioning

confidence: 99%

Section: Implications Of Abusive School Leadershipmentioning

confidence: 99%

Analyzing abusive school leadership practices through the lens of social justice

Khumalo

2019

IJEM

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“…The academic literature clearly states that relationship conflict is always negatively linked with individual or group outcomes ( Sinha et al, 2016 ). Consequently, team members may face different challenges such as being given less cognitive resources or time to complete tasks, teammates withholding efforts, distancing themselves from the team, and generally arousing dissatisfaction ( Liu et al, 2017 ; Qu et al, 2017 ). Task conflict is significantly different from relationship conflict as, in some conditions, it has a positive role in developing team performance and effectiveness.…”

Section: Literature Reviewmentioning

confidence: 99%

Team diversity, conflict, and trust: Evidence from the health sector

et al. 2022

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The current study aims to determine the impact of diversity and intra-team trust on conflict within the health sector of Pakistan. This study also measures the moderating role of trust in the relationship between diversity and conflict among team members. Data was collected using personally administered questionnaires from 61 teams, including 377 respondents working in 4 public sector hospitals in Pakistan, which were selected using a simple random sampling technique. The results revealed that diversity (as a composite) positively influences task conflict, while its two components—surface-level diversity and deep-level diversity—are associated positively with task conflict. Moreover, the results also lead to an exciting finding that trust among team members could reduce the positive influence of diversity on team members’ conflict. The implications for theory and practitioners are presented along with the avenues for future research directions.

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“…Although there is a great deal of debate about the constructs that constitute aggressive supervision in a university context, there is little disagreement that displaced aggression, retaliation, and psychological withdrawal are integral components of the said supervision. Important to note is the fact that, aggressive supervision is a powerful term in industrial psychology that is widely researched but, often, not well understood (Lam, Walter, & Huang, 2017;Qu, Todorova, Dasborough, & Shi, 2017). The majority of practitioners are persuaded to believe that this kind of supervision is detrimental to progress, and a destabilization to organizational culture (Blase & Blase, 2007;Steph, 2018).…”

Section: Literature Reviewmentioning

confidence: 99%

Auxiliaries and Supervisors at War: The Spillover Effect of Supervisor-Subordinate Aggression on University Staff Productivity

Ssemugenyi

2022

171

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Using Kampala International University (KIU) as a study sample, the study inquired into the effect of the continued use of aggression on employee productivity. Utilizing a cross-sectional survey design, data were collected sequentially using a mixed method sequential approach from a statistically representative sample of 108 senior academics for numerical data and 10 key informants for qualitative interviews. Findings revealed that when all the four parameters of X were taken together, explained only 22.1% variation in Y (adjusted r2 = 0.221). Again, any unit increase in any of the predictors was accompanied by an inverse reaction in the predicted variable, and for this reason, the multiple linear regression model was insignificant (F. =55.361, p. = 0.088 > 0.05). However, unlike the quantitative data, interview responses indicated that whereas retaliation is counterproductive, it has been a potential recipe for growth in some instances although at a negligible scale. Qualitative data further revealed that, the impact of aggression consistently reduces with a consistent corresponding increase in positive reinforcement such as bonuses, prompt monthly pay, and staff development schemes. Since employee satisfaction and organizational success are mutually exclusive, the study recommends a balanced approach that aligns organizational interests with employee needs and aspirations for a productive working environment.

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The Effects of Abusive Supervision on Team Task Conflict and Relationship Conflict

Cited by 3 publications

References 0 publications

Analyzing abusive school leadership practices through the lens of social justice

Analyzing abusive school leadership practices through the lens of social justice

Team diversity, conflict, and trust: Evidence from the health sector

Auxiliaries and Supervisors at War: The Spillover Effect of Supervisor-Subordinate Aggression on University Staff Productivity

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