The unwelcoming experience of abusive supervision and the impact of leader characteristics: turning employees into poor organizational citizens and future quitters

Rice, Darryl B.; Taylor, Regina; Forrester, Juanita Kimiyo

doi:10.1080/1359432x.2020.1737521

Cited by 37 publications

(37 citation statements)

References 103 publications

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“…Consistent with prior research (Letwin et al, 2016; Mayer et al, 2009; Mawritz et al, 2012; Rice, Taylor, & Forrester, 2020), we took a number of steps to ensure that the surveys were completed by the appropriate parties. First, we emphasized the significance of integrity in the research process.…”

Section: Methodsmentioning

confidence: 99%

Overall justice and supervisor conscientiousness: Implications for ethical leadership and employee self‐esteem

Rice

Young

Johnson

et al. 2020

Business Ethics: A Eur Rev

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Research on organizational justice demonstrates its consistent effect on employee organization‐based self‐esteem. However, little research considers how organizational justice affects employee organization‐based self‐esteem and when the relationship is attenuated. In an effort to extend the research regarding this particular relationship, we draw on social cognitive theory to suggest that supervisors’ perceptions of overall organizational justice trickle down to impact employees’ organization‐based self‐esteem. Specifically, we propose that supervisory ethical leadership mediates this relationship. We also examine the moderating influence of supervisor conscientiousness on this proposed trickle‐down effect. We analyze these relationships in a multisource field study and find support for the mediating effect of supervisory ethical leadership and the proposed moderated mediation model. Theoretical and practical implications are discussed.

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Section: Methodsmentioning

confidence: 99%

Overall justice and supervisor conscientiousness: Implications for ethical leadership and employee self‐esteem

Rice

Young

Johnson

et al. 2020

Business Ethics: A Eur Rev

Self Cite

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show abstract

“…While interpersonal justice refers to the politeness, dignity and respect in communication, informational justice is the honesty and truthfulness in explanation of actions and aspects of processes (Colquitt et al, 2001). Any injustice on account of distributive, procedural, interpersonal or informational is associated with individual and organisational deviance (Khattak et al, 2020; Rice et al, 2020).…”

Section: Theoretical Background and Proposition Developmentmentioning

confidence: 99%

“…Interactional justice refers to the degree to which employees perceive that they are treated with respect and dignity (Colquitt et al, 2001). Employees experiencing supervisor’s hostility and disrespect feel unwelcomed, and this exclusionary experience ultimately reduces organisational citizenship behaviour and increases turnover intentions (Rice et al, 2020). Drawing on SET, prior studies have indicated that interaction injustice is associated with supervisor-directed workplace aggression (Khattak et al, 2020; Neuman & Baron, 2005).…”

Section: Theoretical Background and Proposition Developmentmentioning

confidence: 99%

“…Leaders who might have been rewarded in the past for abusive and political behaviour (non-sanctioned actions) or have witnessed others being rewarded consider aggressive, unjust and political behaviours as acceptable and reinforce those behaviours at the workplace by creating a political work environment. At times, they use it strategically, that is, using their hostility and political skill in situations where it is deemed appropriate and at other times they can be impulsive and neurotic (Rice et al, 2020). Both leaders and subordinates learn political tactics to further their self-serving interests, either directly or vicariously in an environment that promotes hostility and politics (Bandura & Walters, 1977).…”

Section: Theoretical Background and Proposition Developmentmentioning

confidence: 99%

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Exploring Influence Mechanism of Abusive Supervision on Subordinates’ Work Incivility: A Proposed Framework

Jha

Sud

2020

Business Perspectives and Research

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The prevalence of abusive supervision in the organisations and severe consequences associated with it has compelled researchers to explore the various dynamics of this phenomenon. This study exemplifies the conditions under which subordinates respond to abusive behaviours of their supervisors. Based on the existing literature and theoretical lenses, we postulate the detrimental effects of abusive supervision combined with the perception of injustice and politics in an organisation on deviance behaviours of the subordinates. The proposed framework suggests abusive supervision triggers work incivility among subordinates via the creation of an unjust and politically charged work environment. Besides, we find work incivility to be contingent on the political skill; subordinates with high political skill do not resort to work incivility as a response to abusive supervision of managers, rather, they rely on their political skills to survive in a toxic work environment. The proposed framework is primarily based on two theoretical foundations—social exchange theory and uncertainty management theory.

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“…However, sexual harassment may also befall when there be present an irregularity of enticements among managers and employees. Precisely, high-powered enticements for employees and low-powered enticements for managers create a susceptibility of employees to managers with a tendency to sexually annoy (Rice, Taylor, & Forrester, 2020). Managers may pursue sexual nepotisms in exchange for a constructive performance appraisal or productionlinked bonus.…”

Section: Literature Review and Conceptual Frameworkmentioning

confidence: 99%

Antecedents of Sexual Harassment: A Case of Asian Firm’s Financial Performance

et al. 2020

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A more friendly and relaxed working environment with a lack of sexual harassment contributes toward achieving consistent financial performance based on smooth working. Existing trends in research best bit the importance of antecedents touching the environment of the organization. This research goes to explore the antecedents of sexual harassment, which are essential for the efficient and relaxing work environment as well as the sustainable financial growth of the firm in the context of Asia. By employing a qualitative approach, the study discovered numerous antecedents in the Asian context, from which, few of the antecedents are prominent due to some common features in the response of experts. Lastly, the research presents policy recommendations based on the findings.

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The unwelcoming experience of abusive supervision and the impact of leader characteristics: turning employees into poor organizational citizens and future quitters

Cited by 37 publications

References 103 publications

Overall justice and supervisor conscientiousness: Implications for ethical leadership and employee self‐esteem

Overall justice and supervisor conscientiousness: Implications for ethical leadership and employee self‐esteem

Exploring Influence Mechanism of Abusive Supervision on Subordinates’ Work Incivility: A Proposed Framework

Antecedents of Sexual Harassment: A Case of Asian Firm’s Financial Performance

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