Followers are thought to be keenly attuned to supervisor behaviors because these can affect their learning, well-being, and performance at work. However, a practical and empirically tested measure of constructive supervisor behaviors that are valued by followers is not available in the literature. We develop a Constructive Supervisor Behavior Scale (CSBS) that is suitable for human resource development purposes and we assess its psychometric properties across three studies. In Study 1, exploratory factor analysis is conducted on data collected from employees in New Zealand and the United States (N = 333). This resulted in a four-factor structure comprising ethical conduct, networking, clarifying, and recognizing behaviors. In Study 2, confirmatory factor analyses are used to assess the four-factor structure of the CSBS on New Zealand-based employees (N = 250). In Study 3, the convergent and discriminant validity of the CSBS are examined on office-based employees in the United States (N = 342); additional measurement invariance analyses are conducted with the New Zealand and U.S. samples.
K E Y W O R D Sconstructive supervisor behavior, leader development, measurement invariance, researcher-practitioner gap
Purpose -The purpose of this study is to investigate the moderating effects of social competencies, specifically, political skill, self-monitoring and emotional intelligence, on the workplace conflict-abusive behavior relationship. Design/methodology/approach -The study utilized data collected from graduate and undergraduate students majoring in psychology, management, human relations and social work who were recruited from two mid-sized mid-western universities. Hierarchical multiple regression analysis was used to test the study hypotheses. Findings -Results indicated that interpersonal conflict in the workplace is associated with employee engagement in counterproductive work behaviors. Results also suggested that social competencies interacted with interpersonal conflict to predict the likelihood of abusing others at work. Politically skilled workers and high self-monitors were more likely to engage in abusive behaviors when experiencing high levels of interpersonal workplace conflict. Originality/value -The study is the first to show that certain social competencies may actually have negative ramifications in the workplace. Specifically, individuals who are politically skilled and/or high self-monitors are more likely to abuse others when they themselves experience interpersonal conflict.
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