Summary The occurrence of abusive supervision is steadily rising. Extant literature continues to expand the number of destructive consequences linked to such improper workplace behavior. This study tested a model linking abusive supervision to feedback avoidance through emotional exhaustion. We invoked conservation of resources theory in our examination of the role that the loss of valued resources plays in instances where abuse is perceived. Results from three rounds of matched data from 460 nurses and 220 working adults demonstrated support for our model, suggesting a mediating effect for exhaustion on the relationship between abuse and feedback avoidance. Findings also revealed that feedback avoidance was associated with subsequent exhaustion, representing a loss spiral. These findings are important as they reveal the link between a subordinate's reactions (exhaustion) and coping behavior (feedback avoidance) when supervisory abuse is perceived. Theoretical and practical implications, limitations, and directions for future research are offered. Copyright © 2012 John Wiley & Sons, Ltd.

Objective. To address the issue of nonresponse as problematic and offer appropriate strategies for assessing nonresponse bias. Study Design. A review of current strategies used to assess the quality of survey data and the challenges associated with these strategies is provided along with appropriate post-data collection techniques that researchers should consider. Principal Findings. Response rates are an incomplete assessment of survey data quality, and quick reactions to response rate should be avoided. Based on a five-question decision making framework, we offer potential ways to assess nonresponse bias, along with a description of the advantages and disadvantages to each. Conclusions. It is important that the quality of survey data be considered to assess the relative contribution to the literature of a given study. Authors and funding agencies should consider the potential effects of nonresponse bias both before and after survey administration and report the results of assessments of nonresponse bias in addition to response rates.

Student‐recruited sampling, a technique involving the use of student recruiters to find participants on behalf of a researcher, has been increasingly used in organizational research; yet there has been little attempt to understand its implications for the conclusions scholars draw from research. In this study, we meta‐analyse studies of engagement and perceptions of politics in order to examine whether student‐recruited sampling leads to samples that differ from other samples and whether those differences result in different observed relationships between variables. We found that student‐recruited samples were not substantively demographically different from non‐student‐recruited samples. Further, we found few differences in the observed correlations of student‐recruited samples compared with non‐student‐recruited samples; the differences found would not lead to different practical conclusions from the findings. We discuss the implications of these results for future studies and provide guidance for researchers, reviewers, and editors regarding the use of student‐recruited samples in organizational research. Practitioner points The type of sample used can lead to over‐ or under‐representation of demographic characteristics with the sample, which has unknown affects on analyses of data. Student‐recruited samples may lead to smaller effect sizes of observed statistical relationships.

In this study, we examine the relationship between employee perceptions of supervisor abuse, emotional exhaustion, psychological entitlement, and subsequent co-worker abuse. We hypothesize that higher levels of employee psychological entitlement moderate the abusive supervisor -emotional exhaustion relationship -and this interaction mediates the abusive supervision -co-worker abuse relationship. Using multilevel-moderated mediation analysis to analyse day-level survey data from a lagged panel design across five working days from 132 working adults and their co-workers across multiple industries, we found support for our hypothesized model. We discuss implications for theory, future research, and management practice that result from our study. Practitioner pointsPsychologically entitled employees who perceive more abusive supervision are more emotionally exhausted and more likely to abuse their co-workers; therefore, organizations need to identify patterns indicative of these types of employees. Stressed environments likely exacerbate these relationships, and organizations might consider regular workforce surveys assessing employee emotional exhaustion, which is a trigger for harmful employee work behaviours.

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Purpose – The purpose of this paper is to examine the moderated-mediational relationship between the impostor phenomenon (IP) and work-to-family conflict (WFC). Building on conservation of resources (COR) theory, the authors hypothesize that individuals who experience the IP lack the initial resources needed to meet work demands and, thus, experience emotional exhaustion, which leads to WFC. However, the authors hypothesize that additional resources provided by organizations, such as perceived organizational support (POS), may weaken the negative experiences of imposters. Design/methodology/approach – The authors tested a moderated-mediation model using data from a time-lagged survey study among 92 Midwest community college employees. Regression was used to examine the mediating effects of emotional exhaustion and the moderating effect of POS on the IP to WFC relationship. Findings – Results support the hypothesized model. Emotional exhaustion is a mediating mechanism in the relationship between the IP and WFC. POS is a moderator of this indirect relationship; the indirect relationship between the IP and WFC through emotional exhaustion is weaker when employees perceive high levels of POS. Practical/implications – The findings suggest that there are detrimental long-term effects associated with the IP for organizations. Thus, managers should curb feelings of impostorism within their organizations and provide impostors with organizational support in order to reduce their emotional exhaustion and WFC. Originality/value – The present study indicates that individual dispositions play an indirect role in WFC. Furthermore, the authors identify organizational outcomes associated with the IP, whereas previous research has rarely emphasized outcomes.

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This paper takes us beyond the unethical act and explores the use of moral disengagement as a multi-stage, multi-functional regulatory, and coping mechanism that not only allows individuals to engage in unethical behavior, but also manage the negative emotions (i.e., guilt and shame) from learning the consequences of such behavior. A resource-based lens is applied to the moral disengagement process, suggesting that individuals not only morally disengage prior to committing an unethical act in order to conserve their own resources, but also morally disengage as a coping mechanism to reduce emotional duress upon learning of the consequences of their actions, which we describe as post-moral disengagement. These assertions are tested using a scenario-based laboratory study consisting of 182 respondents. Findings indicate that individuals will morally disengage in order to commit an unethical act, will experience negative emotions from having learned of the consequences, and then will engage in post-moral disengagement as a coping mechanism. In addition, the findings suggest that guilt and shame relate differently to moral disengagement.