Why is your boss making you sick? A longitudinal investigation modeling time‐lagged relations between abusive supervision and employee physical health

Liang, Lindie H.; Hanig, Samuel; Evans, Rochelle E.; Brown, Douglas J.; Lian, Huiwen

doi:10.1002/job.2248

Cited by 43 publications

(40 citation statements)

References 111 publications

(181 reference statements)

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“…A well-fitting configural model would demonstrate that the constructs that are assessed across each measurement time point all tap into the same construct. As shown in Table 1, the configural models provided adequate fit to the data, supporting the assumption that the factor structures of the research variables were consistent across time (Vandenberg and Lance, 2000;Liang et al, 2018).…”

Section: Measurement Invariancesupporting

confidence: 63%

The Benefits of Forgiveness at Work: A Longitudinal Investigation of the Time-Lagged Relations Between Forgiveness and Work Outcomes

2021

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Forgiveness has received increasing attention in the work context. Although recent cross-sectional studies have found a positive link between forgiveness and work outcomes, further research examining the temporal dynamics between these variables is needed to establish causality. This preregistered panel study investigated the time-lagged relations between forgiveness and work outcomes, and specifically addressed the question whether forgiving a coworker benefits work outcomes. Longitudinal survey data were collected at four time points among 139 Chinese employees working at least 20 hours per week. Results from cross-lagged panel models revealed that forgiving an offending coworker with whom one has a relatively good work relationship predicted better work outcomes (i.e., higher job satisfaction, higher work engagement, and lower burnout) over time, while controlling for perceived severity of the offense. Evidence for the reverse effect (with work outcomes predicting forgiveness) was not found. Our findings thus suggest that forgiveness facilitates well-being-related work outcomes. Implications for a better understanding of forgiveness in work relationships are discussed.

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Section: Measurement Invariancesupporting

confidence: 63%

The Benefits of Forgiveness at Work: A Longitudinal Investigation of the Time-Lagged Relations Between Forgiveness and Work Outcomes

2021

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“…For example, research has shown that implementation of high‐performance work systems (HPWS) leads to work intensification and ultimately, impairs employee physical and psychological health (Kroon, Van De Voorde, & Van Veldhoven, ; Loon, Otaye‐Ebede, & Stewart, ; Ogbonnaya, Daniels, Connolly, & Van Veldhoven, ; Van De Voorde, Paauwe, & Van Veldhoven, ). Similarly, leadership behaviours such as abusive supervision has been shown to impair employee well‐being (Liang, Hanig, Evans, Brown, & Lian, ), precipitating a growing focus on well‐being in the wider leadership literature (Donaldson‐Feilder et al, ; Inceoglu, Thomas, Chu, Plans, & Gerbasi, ; Jiménez, Winkler, & Dunkl, ; Kelloway & Barling, ; Kelloway, Turner, Barling, & Loughlin, ; Kelloway, Weigand, McKee, & Das, ; Montano, Reeske, Franke, & Huffmeier, ).…”

Section: Introductionmentioning

confidence: 99%

Fostering mutual gains: Explaining the influence of high‐performance work systems and leadership on psychological health and service performance

Aryee

Hsiung

et al. 2019

Human Res Mgmt Journal

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Despite the growing importance of sustainable management of human resources, human resource management and leadership research on mutuality in the employment relationship has proceeded in a parallel fashion. Drawing on self‐determination theory, this study proposes an integrative model of human growth by addressing two interrelated questions: (a) how and why experienced service‐oriented high‐performance work systems (HPWS) and unit service leadership relate to psychological health and service performance and (b) whether thriving at work and psychological health serially mediate the relationships between the two contextual antecedents and service performance. Our findings revealed that experienced service‐oriented HPWS and unit service leadership related to service performance but indirectly through thriving at work. However, experienced service‐oriented HPWS but not unit service leadership related to psychological health through thriving at work. Furthermore, thriving at work and psychological health serially mediated the relationship between experienced service‐oriented HPWS (but not unit service leadership) and service performance.

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“…They are distracted from workplace tasks and successful job performance. The personal and organisational cost of negative workplace behaviours are well-documented (Liang et al, 2018) and the implications for the organisations in this study are pernicious in terms of productivity and effectiveness. Specifically, employees resort to avoidance and withdrawal behaviour and ultimately intentions to quit become a reality.…”

Section: Joepp 81mentioning

confidence: 90%

Subclinical psychopathy, interpersonal workplace exchanges and moral emotions through the lens of affective events theory (AET)

Boulter

Boddy

2020

JOEPP

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PurposeThe purpose of this paper is to better comprehend the subclinical psychopath's intra and interpersonal moral emotions in the context of their natural habitat, the workplace, alongside implications for employees and organisations.Design/methodology/approachThis study draws on affective events theory (AET) to illuminate this dark-side phenomenon. Thematic analysis is used to identify themes from qualitative data collected from a small sample of interviews conducted with human resource management (HRM) directors and other managers.FindingsThe findings show that the subclinical psychopath is agentic, being unfettered by intra self-directed conscious moral emotions. The predominant moral emotion directed at employees during interpersonal workplace exchanges is typically anger. However, it appears likely the subclinical psychopath fakes this moral emotion as a smokescreen for manipulative and exploitative gains. The predominant moral emotion directed by employees towards the subclinical psychopath is fear. Employees resort to avoidance and withdrawal behaviour and intentions to quit become a reality.Practical implicationsThe signalling quality of employees' moral emotions and subsequent dysfunctional avoidance and withdrawal behaviour can provide valuable information to HRM professionals in the detection of subclinical psychopaths which is acknowledged as notoriously difficult.Originality/valueThis study contributes new knowledge to subclinical psychopathy and makes novel use of AET to explore this personality type as a driver of employees' negative workplace emotions, the impact on employees' behaviour alongside implications for organisational effectiveness.

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Why is your boss making you sick? A longitudinal investigation modeling time‐lagged relations between abusive supervision and employee physical health

Cited by 43 publications

References 111 publications

The Benefits of Forgiveness at Work: A Longitudinal Investigation of the Time-Lagged Relations Between Forgiveness and Work Outcomes

The Benefits of Forgiveness at Work: A Longitudinal Investigation of the Time-Lagged Relations Between Forgiveness and Work Outcomes

Fostering mutual gains: Explaining the influence of high‐performance work systems and leadership on psychological health and service performance

Subclinical psychopathy, interpersonal workplace exchanges and moral emotions through the lens of affective events theory (AET)

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