Is Abuse Always Bad? A Latent Change Score Approach to Examine Consequences of Abusive Supervision

Liao, Zhenyu; Peng, Ann C.; Li, Wendong; Schaubroeck, John

doi:10.5465/ambpp.2016.235

Cited by 6 publications

(14 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Our findings support the argument of Tepper, Duffy, and Breaux-Soignet (2011) that abusive supervision may not necessarily result in retaliatory work behaviours; instead, it may also be used as an influence tactic by supervisors to motivate supervisees for positive work behaviours (Liao et al, 2016). Given that abusive supervision has been an increasingly experienced and reported problem in the workplace (Harvey, Stoner, Hochwarter, & Kacmar, 2007), our findings have significant implications for both academicians and practitioners.…”

Section: Practical and Theoretical Contributionssupporting

confidence: 84%

“…Following this notion, Decoster et al (2013) highlighted that, when faced with abusive supervision, the abused supervisees with higher organizational identification had greater perceived cohesion and a lower tendency to gossip than those of with lower organizational identification. Similarly, in a more recent empirical study, Liao et al (2016) found that abusive supervision was one of the influence tactics that supervisors used to positively influence supervisee work performance. These findings provide interesting new insight into the positive effect of abusive supervision on abused supervisees' work behaviours.…”

Section: Literature Review and Hypothesesmentioning

confidence: 84%

“…Much of the existing abusive supervision research has focused on a range of counterproductive and deviant behaviours to highlight the negative side of abusive supervision for both the abused supervisees and the organization (Mackey et al, 2017). However, with exception to Decoster et al (2013) and Liao et al (2016), the positive side of abusive supervision, which suggests that abusive supervision may lead to positive behaviours (Tepper, Duffy, & Breaux-Soignet, 2011), has not been explored. In addressing this research gap, this study incorporated the COR theory to examine the positive effect of abusive supervision on abused supervisees' help-seeking behaviour.…”

Section: Discussionmentioning

confidence: 99%

“…The findings of this study make significant contributions to the previous literature on abusive supervision and help-seeking behaviour. First, with the exception of Decoster et al (2013) and Liao et al (2016), most prior abusive supervision research has focused on the negative consequences of abusive supervision in the workplace. Therefore, by examining a positive and significant effect of abusive supervision on abused supervisees' help-seeking behaviour, this study provides a useful insight into the rarely studied positive side of abusive supervision.…”

Section: Practical and Theoretical Contributionsmentioning

confidence: 99%

“…However, it is not necessary that abused supervisees conserve their remaining resources by engaging only in retaliatory behaviours (Whitman, Halbesleben, & Holmes, 2014); instead, under certain conditions, they may engage in less retaliatory or even positive work behaviours (Tepper, Duffy, & Breaux-Soignet, 2011). Unfortunately, with the exception of Decoster, Camps, Stouten, Vandevyvere, and Tripp (2013), as well as Liao, Peng, Li, and Schaubroeck (2016), no other study has examined the positive consequences of abusive supervision.…”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

Arain

Bukhari

Khan

et al. 2018

Journal of Management & Organization

View full text Add to dashboard Cite

Based on the conservation of resource theory, this study investigated a moderated mediation model in which perceived co-worker support moderated the mediation of supervisory feedback avoidance between abusive supervision and help-seeking behaviour. Data from matching dyads of 220 house officers and 86 postgraduate medical staff were collected from several hospitals in Pakistan. Results of hierarchical multiple regression analyses supported the hypothesized model that abusive supervision first positively led to supervisory feedback avoidance, which in turn positively led to help-seeking from co-workers. Moreover, the mediating effect of supervisory feedback avoidance was stronger at the high value of co-worker support than that at the low value of co-worker support. This study contributes to the recently emerged notion in abusive supervision research that supervisees’ perception of abusive supervision may not always lead to abundantly reported negative work behaviours; instead, it may also lead to positive work behaviours, such as help-seeking behaviour that is highly beneficial for both supervisees and the organization.

show abstract

Section: Practical and Theoretical Contributionssupporting

confidence: 84%

Section: Literature Review and Hypothesesmentioning

confidence: 84%

Section: Discussionmentioning

confidence: 99%

Section: Practical and Theoretical Contributionsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

Arain

Bukhari

Khan

et al. 2018

Journal of Management & Organization

View full text Add to dashboard Cite

show abstract

Seeing from a short-term perspective: When and why daily abusive supervisor behavior yields functional and dysfunctional consequences.

Liao¹,

Lee²,

Johnson³

et al. 2021

Journal of Applied Psychology

Self Cite

View full text Add to dashboard Cite

Although destructive consequences for subordinates have featured prominently in the abusive supervision literature, scholars have insinuated that supervisory abuse may temporarily yield functional results. Drawing from research on motive attribution tendencies that underlie abusive supervision and the control perspective of repetitive thought, we develop and test a multilevel theory that delineates both functional and dysfunctional subordinate responses to daily abusive supervisor behavior. We posit that when subordinates generally attribute abusive supervision to performance promotion motives, abusive supervisor behavior during the day leads to task reflexivity that night, translating into within-subordinate increases in next-day task performance. In contrast, when subordinates generally attribute abusive supervision to injury initiation motives, abusive supervisor behavior during the day instead leads to rumination that night, resulting in within-subordinate increases in next-day leader-directed deviance. Results from 2 experience-sampling studies provide support for these predictions. By providing a more fine-grained understanding of both the adaptive and maladaptive consequences of daily abusive supervisor behavior, our research, together with prior studies, suggests that the short-lived instrumental outcomes of abusive supervisor behavior carry a substantial price, despite managers’ illusion that acting in an abusive manner could be a feasible influence tactic.

show abstract

Being abused, dealt unfairly, and ethically conflicting? Quitting occupation in the lap of silence

Mannan

Kashif

2019

APJBA

View full text Add to dashboard Cite

Purpose The purpose of this paper is to investigate the integrative effects of abusive supervision (AS), perceived injustice (PI) and ethical conflict (EC) on occupational turnover intentions (OTI) among frontline employees (FLEs). Furthermore, the mediating role of quiescent silence (QS) is examined. Design/methodology/approach The authors collected survey-based data from 320 FLEs working in different service sector organizations of Pakistan. The snow-ball sampling technique is employed to approach respondents of this study. The collected data are analyzed through structural equation modeling (SEM) technique using SmartPLS 3.0. Findings The AS, PI and EC are found to collectively predict OTI among FLEs with a mediating effect of QS. The EC is the strongest predictor of OTI. Practical implications The results imply that service managers must ensure that employees are treated fairly. Furthermore, relevant trainings are offered to FLEs in order to maintain the required ethical standards at work to reduce EC perceptions. Originality/value The study is pioneer in presenting the relationship between QS and occupational turnover among FLEs. Furthermore, the study advocates the mediating role of employee quiescent silence to enrich the relationship between socio-psychological factors (i.e. AS, EC and PI) and OTI.

show abstract

Is Abuse Always Bad? A Latent Change Score Approach to Examine Consequences of Abusive Supervision

Cited by 6 publications

References 0 publications

The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

Seeing from a short-term perspective: When and why daily abusive supervisor behavior yields functional and dysfunctional consequences.

Being abused, dealt unfairly, and ethically conflicting? Quitting occupation in the lap of silence

Contact Info

Product

Resources

About