Tyrants and Workplace Bullying

Langan‐Fox, Janice; Sankey, Michael

doi:10.4337/9781847207081.00011

Cited by 4 publications

(3 citation statements)

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“…A number of scholars have theorized about the role that organizational context may play in the frequency of abusive supervision and aggressive behavior (Bowling & Beehr, 2006; Salin & Hoel, 2011; Tepper, 2007). For example, overly hierarchical organizations may promote an environment where bullying and abusive supervision can flourish, are often rewarded, and become embedded into an organization’s culture, leading employees to view such behavior as normal and acceptable for goal accomplishment (Aquino & Lamertz, 2004; Brodsky, 1976; Einarsen, 1999; Langan-Fox & Sankey, 2007). Management may tolerate rude and abusive behavior, fail to establish clear policies and standards for acceptable behavior, and/or do little to punish perpetrators.…”

Section: Climate As An Antecedent To Abusive Supervisionmentioning

confidence: 99%

Effects of Abusive Supervision, Psychological Climate, and Felt Violation on Work Outcomes

Kernan

Racicot

Fisher

2016

Journal of Leadership & Organizational Studies

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This study adds to the existing literature by empirically demonstrating that psychological climate is an important variable in understanding the relationships between abusive supervision and employee outcomes. Using psychological contract theory as a framework, we examined the relationships among abusive supervision, psychological climate, felt violation, and three work outcomes: organizational commitment, job satisfaction, and turnover intentions. Results from a survey of 448 civilian managers employed by the U.S. government showed that the relationship between abusive supervision and felt violation was moderated by psychological climate, suggesting that an abuse-intolerant climate heighted rather than buffered the effects of abuse on felt violation. Felt violation also partially mediated the relationship between abuse and the outcome variables. Using Muller, Judd, and Yzerbyt’s method for testing moderated mediation, we found partial support for felt violation mediating the effect of the interaction between abuse and psychological climate on job satisfaction and organizational commitment. This model was not supported for turnover intentions. Implications of the results and suggestions for future research on abusive supervision are discussed.

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Section: Climate As An Antecedent To Abusive Supervisionmentioning

confidence: 99%

Effects of Abusive Supervision, Psychological Climate, and Felt Violation on Work Outcomes

Kernan

Racicot

Fisher

2016

Journal of Leadership & Organizational Studies

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“…For example, Restubog et al (2011) found that supervisors who perceived stronger norms toward aggressive behavior in their organization were perceived as more abusive by their subordinates. Moreover, researchers in the broader workplace victimization area have theorized that employees often learn aggressive behavior from their peers or other valued organizational members as the normative way of behaving “around here” (Aquino, Douglas, & Martinko, 2004; Einarsen, 1999; Glomb & Liao, 2003; Langan-Fox & Sankey, 2007). Supervisors trained in supportive supervision can help establish a new norm regarding how to appropriately respond to subordinates in stressful situations.…”

Section: Supportive Supervisionmentioning

confidence: 99%

Defeating abusive supervision: Training supervisors to support subordinates.

González-Morales

Kernan

Becker

et al. 2018

Journal of Occupational Health Psychology

104

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Although much is known about the antecedents and consequences of abusive supervision, scant attention has been paid to investigating procedures to reduce its frequency. We conducted a quasiexperiment to examine the effects of supervisor support training on subordinate perceptions of abusive supervision and supervisor support. Supervisors (n = 23) in 4 restaurants were trained in 4 supportive supervision strategies (benevolence, sincerity, fairness, and experiential processing) during 4 2-hr sessions over a period of 2 months. We compared perceived supervisor support and abusive supervision before and 9 months after training for 208 employees whose supervisors received support training and 241 employees in 4 similar control restaurants. Compared to employees in the control restaurants, employees whose supervisors received the support training reported higher levels of perceived supervisor support and less abusive supervision. These findings suggest that a relatively brief training program can help managers become more supportive and less abusive. Theoretical and practical implications for effectively managing abusive supervision are discussed. (PsycINFO Database Record

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“…That is why it is a very powerful instrument since "second-hand criticisms are more threatening than first-hand criticisms because the victim of gossips never knows how many people shared the second-hand criticisms" (Grote and McGeeney, 1997, p. 74). Taking the surroundings into consideration, gossip takes place in ambiguous situations (Clampitt, 2009;da Matta, 1982;DuBrin, 2008;Klein, 1997), at moments of change (DiFonzo & Bordia, 1998;Ribeiro & Blakeley, 1995) and in unstable environments (Bielenia-Grajewska, 2011a;Carroll, 2008;Langan-Fox & Sankey, 2007), as is the case with the grapevine as such, when other forms of communication fail (Marino & Posati, 2008;Michelson & Mouly, 2004;Scholes, 1997). As far as topics are concerned, issues which are connected with morality (Goodman & Ben Zeev, 1994) and emotions (Peters, Kashima & Clark, 2009) are especially interesting for gossipers.…”

Section: Gossip-definition and Brief Characteristicsmentioning

confidence: 99%

The Role of Gossip in the Creation and Miscreation of Company Identity from the Perspective of Actor-Network Theory

Bielenia-Grajewska

2015

International Journal of Actor-Network Theory and Technological Innovation

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In this paper an attempt will be made to show how the grapevine shapes the relations between companies and stakeholders. To narrow the scope of the research, attention will be focused solely on one type of colloquial corporate socializing, namely gossiping. The company, its organizational environment and its relation with gossip are studied by implying the notion of company identity. The interrelation between gossiping and company identity has not been discussed by many researchers, although informal communication as such spans a number of disciplines. Consequently, in this work the author will try to show both the negative and positive sides of gossip in forming corporate communities and their character. Taking into account the growing role of networks in creating and sustaining different types of communication, gossiping is studied through the perspective of Actor-Network Theory that facilitates an understanding of how human beings and non-living entities shape the way company identity is constructed and maintained.

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Tyrants and Workplace Bullying

Cited by 4 publications

References 0 publications

Effects of Abusive Supervision, Psychological Climate, and Felt Violation on Work Outcomes

Effects of Abusive Supervision, Psychological Climate, and Felt Violation on Work Outcomes

Defeating abusive supervision: Training supervisors to support subordinates.

The Role of Gossip in the Creation and Miscreation of Company Identity from the Perspective of Actor-Network Theory

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