Why do you treat me badly? The role of attributions regarding the cause of abuse in subordinates' responses to abusive supervision

When “embedded” means “stuck”: Moderating effects of job embeddedness in adverse work environments.

“…We focus here on impaired employee physical health. In previous research, abusive supervision (Bowling & Michel, 2011) and supervisor undermining (Duffy et al, 2002) have been linked to employee health symptoms. COR theory emphasizes that the threat of resource loss can be accompanied by impaired psychological and physical well-being (Hobfoll, 2002).…”

Impact of Hofstede’s Cultural Dimensions on Subordinate’s Perception of Abusive Supervision

“…From this standpoint, it is comprehensible that the needs for further study regarding employees' perceptions of abusive supervision in another cultural setting are desirable especially in a developed versus a developing country context. This is particularly the case given that the majority of the work to date has been done from a US and western perspective (Ashforth, 1994(Ashforth, , 1997Bowling & Michel, 2011;Namie & Namie, 2009;Tepper, 2000;Tepper et al, 2009;Tepper et al, 2006;Tepper et al, 2008;Tepper et al, 2011;Tsapatsis, 2012), therefore it is argued that the work in the domain of abusive supervision is principally conducted by Americans, in an American and western cultural context and settings, which may not be applicable in other cultural settings especially in developing countries. Kang and Jensen (2009) examined the influences of power distance and collectivism on abusive supervision and found a positive relationship between high power distance and the subordinate's perception of abusive supervision, while they further reported collectivism playing a moderating role between the relationship of perceived abusive supervision to its negative consequences.…”

“…As these both countries are totally different from each other on the basis of their economic situation, religion and especially on their cultural grounds. Aryee, Chen, Sun, & Debrah, 2007;Jian et al, 2011;Wang et al, 2012;Wei & Si, 2013;Xiaqi, Kun, Chongsen, & Sufang, 2012;Xu, Huang, Lam, & Miao, 2012) 2 North America (Tepper, 2000;Tepper 2007;Tepper et al, 2009;Tepper et al, 2006;Tepper, Duffy, Hoobler, & Ensley, 2004;Tepper, Duffy, et al, 2001;Tepper et al, 2008;Tepper, Lockhart, & Hoobler, 2001;Tepper et al, 2011;Tepper et al, 2007;Ashforth, 1994Ashforth, , 1997Bowling & Michel, 2011;Carpenter, Geletkanycz, & Sanders, 2004;Christmas, 2007;DelBel, 2003;Dupré, Inness, Connelly, Barling, & Hoption, 2006;Namie & Namie, 2009;Tsapatsis, 2012) 3 Australia (Grice et al, 2003 ;Ng, 2010 ;Kiazad et al, 2010) 4 United Kingdom (Turnbull, 1995;Deborah, 2000;McMillan, 1995) 5 Pakistan , Khan, 2010Khan, 2014aKhan, , 2014bKhan, , 2014cImran, 2010;Mukhtar et al, 2010;Bashir & Hanif, 2011;Gadit & Mugford, 2008) 6 Israel (Dana Yagil, 2006) 7 Turkey …”

“…(a) The majority of studies conducted in the domain of abusive supervision have used Hofstede's cultural dimensions for comparing the cultures (Cheng et al, 2004;Hu et al, 2011;Kang & Jensen, 2009 (c) The majority of studies in the domain of abusive supervision have been conducted in the context of developed and western countries (Ashforth, 1994(Ashforth, , 1997Bowling & Michel, 2011;Namie & Namie, 2009;Tepper, 2000;Tepper et al, 2009;Tepper et al, 2006;Tepper et al, 2008;Tepper et al, 2011;Tsapatsis, 2012), while in the present study, the researcher tried to identify the cultural differences between developed and developing countries, i.e., Australia and Pakistan, one representing western culture and the other representing the eastern culture.…”

Don't Get Mad, Get Even: How Employees Abused by Their Supervisor Retaliate Against the Organization and Undermine Their Spouses

“…Although behavioral outcomes have already been documented, few studies have explored the conditions that determine specific outcomes. In one such study, Bowling and Michel (2011) found that, on the basis of the principle of reciprocity (Gouldner, 1960), victims of abuse retaliate against their supervisors or the organization depending on their perceptions of the attribution of abuse (e.g., self-directed, supervisordirected, or organization-directed). The current study adds to this line of research by focusing on the conditions that determine how victims of abuse perpetuate unethical behaviors aimed at various targets.…”