Following the abusive leader? When and how abusive supervision influences victim’s creativity through observers

Cai, Yahua; Sun, Fufu; Li, Jingsong

doi:10.1007/s10490-022-09869-y

Cited by 7 publications

(5 citation statements)

References 82 publications

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“…The five respondents were all employed educated, most of them in long-term abuses, financial providers in their households, but being abused at will. This condition contradicts the notion that victims are in a position of weakness (Cai et al, 2023;Machado et al, 2023). Here, the victims had what it takes to be away from their abusive partners.…”

Section: Discussionmentioning

confidence: 83%

Why stay despite intimate partner violence? Lived experiences of victims in positions of strength

Seeletse

2024

Humanitas

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Intimate partner violence is a problem in every country worldwide, including South Africa. This qualitative study aimed to gather insights into the lived experiences of victims of intimate partner violence, who were the financial providers in their families and the more stable in terms of careers but remained in the relationships for prolonged periods. Five face-to-face interviews were conducted with individual participants from Pretoria township communities in the Gauteng Province of South Africa. The interviews were transcribed verbatim and then analyzed using the thematic content analysis. The themes generated from the victims’ lived experiences explain their disempowerment. The themes that emerged were the aggressor being untouchable, fear for one’s life, feeling helpless, desperate and vulnerable, self-blame, and being trapped in the relationship. The experience of being abused, especially by a completely weaker partner, was shattered and associated with a helpless life during the relationship. Therefore, the victims of intimate partner violence need exposure beyond the police and guidance in social work services that can help them seek alternative ways to escape intimate partner violence. People need to be empowered to have courage, to be brave, to have knowledge about resourceful institutions, and to be independent.

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Section: Discussionmentioning

confidence: 83%

Why stay despite intimate partner violence? Lived experiences of victims in positions of strength

Seeletse

2024

Humanitas

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“…In the fierce market competition, the influence and control of leaders on enterprises play a crucial role in the survival and development of enterprises [ 53 , 54 ]. However, more and more studies have pointed out that a large number of destructive leadership behaviors exist in organizations, such as abusive supervision [ 27 , 55 ], which brings numerous negative impacts to both enterprises and employees [ 56 , 57 , 58 , 59 , 60 ]. This paper further confirms this point through empirical research that abusive supervision will make employees feel face threat and thus reduce employees’ upward feedback-seeking behavior, which will have a negative impact on the sustainable development of both organizations and employees.…”

Section: Discussion and Applicationmentioning

confidence: 99%

Beat People but Not Face: The Role of Perceived Face Threat in the Influence of Abusive Supervision on Employee Feedback Seeking

Chen

Liao

Lin

et al. 2023

Behavioral Sciences

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One of the purposes for superiors to abuse subordinates is to obtain a positive response from subordinates by conveying a negative attitude. However, abusive behavior cannot guarantee positive behaviors due to the differences in subordinates’ characteristics, such as feedback seeking. Based on the conservation of resources (COR) theory, this study explores the relationship between abusive supervision by superiors and feedback seeking by subordinates in East Asian cultures. Questionnaires were collected from multiple time points and multiple sources. Datum analysis was performed on 318 paired questionnaires between employees and direct supervisors. The results showed that: (1) Employees’ perceived face threat has a mediating effect on the relationship between abusive supervision and feedback seeking. (2) Self-affirmation of subordinates positively moderates the relationship between abusive supervision and perceived face threat. (3) Self-handicapping of subordinates positively moderates the relationship between perceived face threat and feedback seeking. This not only explains the mechanism of perceived face threat in the influence of abusive supervision on employees’ feedback-seeking behavior, but also reveals the boundary effect of employees’ self-affirmation and self-handicapping characteristics in it, which expands the theoretical explanation framework of the influence of abusive supervision on employees’ feedback-seeking behavior and also provides new ideas for managers to better implement management in the organization.

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“…Abusive supervision can lead to a series of negative results for employees. For example, it can increase stress (Bormann and Gellatly, 2021), turnover intention (Moin et al ., 2022) and decrease organizational commitment (Guan and Hsu, 2020), and creativity (Cai et al ., 2023).…”

Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

Is it fair? How and when exploitative leadership impacts employees' knowledge sharing

Wang,

Zhang,

Feng

2023

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PurposeExploitative leadership as a form of destructive leadership may hinder employees' knowledge sharing. However, how and when exploitative leadership impacts employees' knowledge sharing is under explored. Drawing on fairness heuristic theory, this study aims to construct a moderated mediation model to investigate the impacting mechanisms of exploitative leadership on employees' knowledge sharing by introducing organization-based self-esteem as a mediator and perceived organizational procedural justice as a moderator.Design/methodology/approachTo test the research model, data were collected from 148 full-time employees at two-time points and analyzed using partial least square-structural equation modelling (PLS-SEM).FindingsExploitative leadership has a direct negative impact on knowledge sharing. Through the mediation of organization-based self-esteem, exploitative leadership has an indirect impact on knowledge sharing. Organizational procedural justice can weaken the indirect negative relationship between exploitative leadership and knowledge sharing via organization-based self-esteem.Originality/valueThis study is the first to introduce fairness heuristic theory to explain the relationship between exploitative leadership and knowledge sharing. Findings about the mediating role of organizational self-esteem and the moderating role of organizational procedural justice in the relationship between exploitative leadership and knowledge sharing can uncover the black box of how exploitative leadership affects knowledge sharing.

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Following the abusive leader? When and how abusive supervision influences victim’s creativity through observers

Cited by 7 publications

References 82 publications

Why stay despite intimate partner violence? Lived experiences of victims in positions of strength

Why stay despite intimate partner violence? Lived experiences of victims in positions of strength

Beat People but Not Face: The Role of Perceived Face Threat in the Influence of Abusive Supervision on Employee Feedback Seeking

Is it fair? How and when exploitative leadership impacts employees' knowledge sharing

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