Abusive supervision and feedback avoidance: The mediating role of emotional exhaustion

Abstract

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.

Does Abusive Supervision Influence Organizational Citizenship Behavior? Testing the Mediation Effects of Organizational Cynicism

“…Moreover, our research also revealed that OC significantly mediates the relationship between AS and OCB. This was consistent with the work of Wayne et al (2008) [39], Whitman et al (2014) [40], Zhang & Bednall (2016) [44] and Evans et al (2010) [9].…”

“…Our findings also confirmed that as the level of AS would increase, the level of PCV in the minds of employees will also increase. Furthermore, results of our research also supported the work of Wayne et al (2008) [39], Whitman et al (2014) [40], Zhang & Bednall (2016) [44] and Zellars et al (2002) [43] who highlighted a positive influence of AS on OC. Our research also affirmed that as the level of AS increases, the level of OC among employees increase.…”

“…Our results also provided a significant relation between PCV and OC. Previous studies Kuo, Chang, Quinton, Lu, and Lee (2015) [15]; (Whitman et al, 2014) [40] noted that abusive supervision always predicts organizational cynicism. This research emphasis on the aggressive behavior of the supervisor which can influence the motivation level, perceptions, and behaviors of the employees.…”

“…First, abusive supervision can predict organizational cynicism and psychological contract violation as it founded in previous studies (Kuo et al, 2015;Whitman et al, 2014) [15] [40]. Employees who develop emotional attachment with their organization, if they observe aggressive verbal or non-verbal behavior of supervisor, they get frustrated and less likely to show their commitment.…”

Abusive Supervision and Turnover Intention Among Female Healthcare Professionals in Pakistani Hospitals.

“…Above mentioned studies show that the consequences of abusive supervision are significant because it may result the employees to behave counterproductive. The previous studies revealed thatreceiving abuse at work from the supervisor is detrimental to employees' physical and mental health (Tepper2000; Marie Mitchell & Ambrose 2012).The abusive supervision is considered costly to the organizations as it results to an increase inturnover (Tepper, 2006).Abuse may pose threat to the employee and make him insecure.To deal with this insecurity employee adopts certain behavior such as to quit the job (Tepper, 2002;Tepper, 2006)feedback avoidance (Whitman & Oscar Holmes, 2014). Hence, the result shows that the values of first hypothesis are significant and accepted.…”