Purpose We examine how supervisor stress is associated with employee-rated abusive supervision. In addition, we test the premise that higher levels of physical exercise by supervisors can buffer the negative effects of stress on their relationship with their subordinates. Design/Methodology/Approach A matched sample of 98 employed individuals and their direct supervisors was used to test our hypotheses. Findings Results suggest that increased levels of supervisor-reported stress are related to the increased experience of employee-rated abusive supervision. We also find that the relationship between supervisor stress and abusive behavior can be diminished when supervisors engage in moderate levels of physical exercise. Implications While the current economic conditions and a host of other trying workplace factors mean that supervisors are likely to experience workplace stress, we found evidence that they do not necessarily have to transfer these frustrations onto those they supervise. Our study supports a link between supervisor stress and employee perceptions of abusive supervision, but this is a link that can be loosened if supervisors engage in moderate levels of physical exercise. Originality/Value The results of this study add to the modest number of antecedents to abusive supervision that have been discovered in existing research. In addition, this is the first study to examine how exercise can buffer the relationship between supervisor stress and employee perceptions of abusive supervision. Keywords Abusive supervision Á Stress Á Exercise Demands for high productivity, the quest for efficiency, and the competitiveness of modern work organizations have contributed to an environment for workers where job stressors are many and commonplace. Supervisors, who are usually responsible for carrying out changes during turbulent economic times, are especially at risk of experiencing increased levels of stress at work (Hogan and Overmyer-Day 1994; Srivastava et al. 1994). Therefore, at the present time perhaps more than ever, it is crucial for researchers to understand how supervisors react to stressful working situations. One possible result of supervisors experiencing distressing and/or dissatisfying conditions in their working environments is abusive supervision (Rafferty et al. 2010; Tepper 2007). The literature on abusive supervision (''subordinates' perceptions of the degree to which their direct supervisors engage in the sustained display of hostile verbal and nonverbal behaviors toward them''-Tepper 2000, p. 178; examples include lying, public ridicule, and

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This research extends the differentiated job demands-resource model by integrating the main propositions of the transactional theory of stress to examine how cognitive appraisal processes link employee perceptions of abusive supervision to engagement and exhaustion. Two studies were conducted using a broad sample of employees. Study 1 developed the abusive supervision demand appraisal measure (ABSDAM). Study 2 examined the role that challenge or hindrance demand appraisals play in employee reactions to perceptions of abusive supervision. Study 1 determined the ABSDAM was a valid means to measure how employees appraise abusive supervision as a challenge and/or hindrance demand. Study 2 found that hindrance demand appraisals mediate the relationship between perceived abusive supervision and exhaustion, while challenge demand appraisals mediate the relationship between perceived abusive supervision and engagement. This study suggests that accounting for demand appraisal processes provides further insight into how perceptions of abusive supervision may contribute to engagement and exhaustion.

BackgroundChallenging work environment, high workload, and increasing physician shortages characterize current rural general practice in Germany and in most European Countries. These factors extend into Out-Of-Hours Care (OOHC). However, little research about potential stressors for general practitioners (GPs) in OOHC settings is available. This pilot study aimed to evaluate workload, different elements of job satisfaction and stressors for GPs in OOHC and to analyze whether these aspects are associated with overall job satisfaction.MethodsCross-sectional survey with a sample of 320 GPs who are working in OOHC was used to measure workload in OOHC, job satisfaction (using the Warr-Cook-Wall scale) and stressors with the effort-reward imbalance questionnaire. In order to assess associations between workload, job satisfaction and stressors at work we performed descriptive analyses as well as multivariable regression analyses.ResultsThe response rate was 40.9%. Over 80% agreed that OOHC was perceived as a stressor and 79% agreed that less OOHC improved job satisfaction. Only 42% of our sample were satisfied with their overall job satisfaction. The regression analysis showed that the modification of current OOHC organization was significantly associated with overall job satisfaction.ConclusionsOur results suggest that OOHC in the current form is a relevant stressor in daily work of rural GPs in Germany and one of the reasons for a decreasing overall job satisfaction. Strategic changes such as the implementation of structural reforms e.g. reducing frequency of OOHC duties for each GP and improving continuing professional development options related to OOHC are needed to address current workload challenges experienced by GPs providing OOHC in Germany.

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