Abusive supervision and work–family conflict: The path through emotional labor and burnout

Carlson, Dawn S.; Ferguson, Merideth; Hunter, Emily M.; Whitten, Dwayne

doi:10.1016/j.leaqua.2012.05.003

Cited by 290 publications

(259 citation statements)

References 79 publications

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“…To solve this problem, Wu measured the subordinates' emotional labor, and found that the abusive management playing an intermediary role through the subordinates' emotional labor, namely the higher authority Subordinates perceived, the more emotional labor abusive of management led subordinates to invest [19]. Carlson, who also did the corresponding research, found that surface acting playing an intermediary role in the relationship between supervisors' abusive management and subordinates' job burnout, but Carlson ignored the path of the deep acting in the study [20]. In view of this, Wu and Hu's studies, based on action theory, have found that, abusive management has positive correlation with the subordinate's surface acting, and has a negative correlation with subordinate's deep acting, which indicates that outgoing character will regulate relationship between abusive management and two kinds of emotional labor strategy [28].…”

Section: Subordinates' Emotional Labor On Supervisorsmentioning

confidence: 99%

Emotional Labor between Supervisors and Subordinates: Literature Review and Future Research

Li¹,

Liang²

2016

OJBM

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This paper discusses the trend of the emotional labor research object from the external customers to the internal customers of the organization, and separately reviews the study of subordinates' emotional labor on supervisors and the study of supervisors' emotional labor on subordinates. Finally, the paper identifies several future research directions, including the measurement of emotional labor between supervisors and subordinates, the research of the relationship between positive leadership behavior and subordinates' emotional labor, and the integrated research between supervisors' and subordinates' emotional labor.

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Section: Subordinates' Emotional Labor On Supervisorsmentioning

confidence: 99%

Emotional Labor between Supervisors and Subordinates: Literature Review and Future Research

Li¹,

Liang²

2016

OJBM

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“…It has been found that certain work variables e.g., work time schedule, self-employment, number and age of children, type of employment contract, are the factors that affect the relationship between work and private life [35][36][37]. Additionally, research of Dyrbye et al [10] showed that such factors as: hours worked per week; occurrence of work-home conflict in the past 3 weeks; and resolving showed that work-home interaction mediated the relationship between various variables (stress role, job/home demands and resources, workload, job schedule, organizational justice) [23], and burnout [4,14,21,24,25]. A few longitudinal studies brought the answer on the causal relationship between these phenomena [26][27][28].…”

Section: Burnoutmentioning

confidence: 99%

Burnout and demographic characteristics of workers experiencing different types of work-home interaction

Merecz

Andysz

2014

IJOMEH

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Objectives: The purpose of this study was to explore configurations of positive versus negative interactions between work and home (WHI) and their relation to burnout and demographic characteristics. Material and Methods: Sample of 533 Polish workers were interviewed by means of self-administered questionnaires (SWING and MBI-GS). Demographic and work characteristics were also controlled. Results: Cluster analysis distinguished 5 types of WHIs: positive WHI (18%), negative WHI (15.9%), no interaction (29.3%), mutual positive interactions (15.4%) and positive HWI (21.4%). The quality of WHI was associated with number of work hours and tenure at main place of employment. The effect of gender on the quality of work-home interaction was not significant. Configuration of WHIs affected the level of burnout. Again, there was no significant difference between men and women in terms of burnout and its sub-dimensions. The least burned-out were people from positive WHI, positive HWI and mutual positive interaction groups. The most burned-out were people who experienced negative WHI the most often. In this group, predominance of men working more than 10 h per day was observed. The majority of study group (71%) experienced rather integration than segmentation of both spheres. Conclusions: Our results suggest that segmentation is not an universal and effective strategy of coping with work and home demands -it may prevent the positive home-work spillover, which can be buffer or remedy against stress or burnout. We consider cluster analysis the appropriate method in research on relation to work-family balance issue, which may be useful in unraveling relationships between this phenomenon and attitudes and behaviors.

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“…(O'Connell and Bligh, 2009). Where poor managerial decisions increase the level of frustration among employees, the result is an unwillingness to work, lower production, workforce exhaustion and high nervous tension (Detert et al, 2007;Prottas, 2008;Rafferty et al, 2010;Kim and Brymer, 2011;Carlson et al, 2012;Andrew et al, 2013). On the other hand, employees who feel fairly treated exhibit decreased absenteeism, and increased job performance, satisfaction and motivation all of which cut staff turnover Trevino et al, 2006;Johnson, 2007;Leroy et al, 2012).…”

Section: Introductionmentioning

confidence: 99%

The impact of organisational justice on ethical behaviour

Shah

Anwar

Irani

2017

IJBIR

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Within the workplace, justice is influenced by the interpersonal relationships between colleagues and/or management among other things. The main reason for this research is to examine the correlation between organisational justice and the ethical behaviour of employees. Based on the literature, the conceptual model developed in this paper integrates distributive, procedural, interpersonal and informational justice in relation to ethical behaviour. By applying an adapted survey questionnaire, data were collected from teaching staff at public sector higher education institutions. Multiple regression analysis was applied to 360 samples and this showed that distributive and procedural justice have a more positive and significant impact than informational and interpersonal justice on the ethical behaviour of employees. This is an empirical study which may contribute to the literature on ethical behaviour, organisational development and employee development.

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Abusive supervision and work–family conflict: The path through emotional labor and burnout

Cited by 290 publications

References 79 publications

Emotional Labor between Supervisors and Subordinates: Literature Review and Future Research

Emotional Labor between Supervisors and Subordinates: Literature Review and Future Research

Burnout and demographic characteristics of workers experiencing different types of work-home interaction

The impact of organisational justice on ethical behaviour

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