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Leader mistreatment, employee hostility, and deviant behaviors: Integrating self-uncertainty and thwarted needs perspectives on deviance. Organizational Behavior and Human Decision Processes
, 2011
"... a b s t r a c t Integrating self-uncertainty management and thwarted needs perspectives on leader mistreatment and workplace deviance, we examine when and why leader mistreatment is associated with workplace deviance. We propose that competence uncertainty strengthens the relationship between leade ..."
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a b s t r a c t Integrating self-uncertainty management and thwarted needs perspectives on leader mistreatment and workplace deviance, we examine when and why leader mistreatment is associated with workplace deviance. We propose that competence uncertainty strengthens the relationship between leader mistreatment and workplace deviance and that hostility mediates this interactive effect. Four field studies and one experiment support the hypotheses. The first two studies provide evidence for the predicted interaction between leader mistreatment and competence uncertainty, and the next three studies demonstrate that hostility mediates this interactive effect. We discuss an extended social exchange explanation of workplace deviance and highlight the psychological interplay between motives, cognition, and affect in reciprocating leader mistreatment.
Building Organizational Knowledge Quality: Investigating the Role of Social Media and Social Capital
"... To the extent that knowledge is the most strategically important resource for sustainable competitive advantage, organizations must consciously and systematically manage their knowledge asset. In this paper, we explore how social media and social capital at the organizational level help organization ..."
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To the extent that knowledge is the most strategically important resource for sustainable competitive advantage, organizations must consciously and systematically manage their knowledge asset. In this paper, we explore how social media and social capital at the organizational level help organizations benefit from their knowledge management initiatives in turn improving organizational knowledge quality. A research model was developed and survey data were used to test the model. The preliminary results show that social media helps to provide the technical environment conducive to knowledge exchange and social capital enables the actual knowledge sharing between businesses. Both facilitate an organizational emphasis on
Abusive Supervision: A Meta-Analysis and Empirical Review
"... We conducted a meta-analysis and empirical review of abusive supervision research in order to derive meta-analytic population estimates for the relationships between perceptions of abusive supervision and numerous demographic, justice, individual difference, leadership, and outcome variables. The us ..."
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We conducted a meta-analysis and empirical review of abusive supervision research in order to derive meta-analytic population estimates for the relationships between perceptions of abusive supervision and numerous demographic, justice, individual difference, leadership, and outcome variables. The use of psychometric correction enabled us to provide weighted mean correlations and population correlation estimates that accounted for attenuation due to measurement error and sampling error variance. Also, we conducted sensitivity analyses that removed the effects of large samples from analyses. Then, we conducted subgroup analyses using samples drawn from the United States to provide population correlation estimates that corrected for attenuation due to measurement error, sampling error variance, and indirect range restriction. Finally, we examined measurement artifacts resulting from various adaptations of Tepper’s abusive supervi-sion measure. The results reveal that although the associations between perceptions of abusive supervision and outcome variables appear to be universally negative, the magnitude of the relationships between perceptions of abusive supervision and antecedent and outcome variables varies according to the design features of studies. Contributions to theory and practice, strengths and limitations, and directions for future research are discussed.
Journal of Leadership & Organizational Studies
"... Abusive supervision significantly affects both individuals and organizations. It is estimated that abusive supervision affects almost 14 % of American workers and costs U.S. companies more than $23 billion annually in absenteeism and health care expenses (Tepper, 2007). In addition to these costs, t ..."
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Abusive supervision significantly affects both individuals and organizations. It is estimated that abusive supervision affects almost 14 % of American workers and costs U.S. companies more than $23 billion annually in absenteeism and health care expenses (Tepper, 2007). In addition to these costs, there are multiple organizational and individual consequences of abusive supervision. On an organizational level, these harmful effects include lower productivity, decreased profit growth and customer satisfaction, and counterproductive behaviors such as theft and sabotage (Detert & Trevino, 2007; M. S. Mitchell &
Journal of Leadership & Organizational Studies
"... Abusive supervision significantly affects both individuals and organizations. It is estimated that abusive supervision affects almost 14 % of American workers and costs U.S. companies more than $23 billion annually in absenteeism and health care expenses (Tepper, 2007). In addition to these costs, t ..."
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Abusive supervision significantly affects both individuals and organizations. It is estimated that abusive supervision affects almost 14 % of American workers and costs U.S. companies more than $23 billion annually in absenteeism and health care expenses (Tepper, 2007). In addition to these costs, there are multiple organizational and individual consequences of abusive supervision. On an organizational level, these harmful effects include lower productivity, decreased profit growth and customer satisfaction, and counterproductive behaviors such as theft and sabotage (Detert & Trevino, 2007; M. S. Mitchell &
Impact of Hofstede’s Cultural Dimensions on Subordinate’s Perception of Abusive Supervision
"... This study is designed to explore and identify the impact of Hofstede’s cultural dimensions on employees’ perception of their supervisory abuse in a cross-cultural context e.g. Australia and Pakistan. This study is a conceptual and a literature review in nature, since the aim was to highlight and id ..."
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This study is designed to explore and identify the impact of Hofstede’s cultural dimensions on employees’ perception of their supervisory abuse in a cross-cultural context e.g. Australia and Pakistan. This study is a conceptual and a literature review in nature, since the aim was to highlight and identify with the help of prior research the impact of Hofstede’s cultural dimensions on the employees ’ perception of their supervisory abuse in a western and eastern cultural context e.g. Australia and Pakistan. The researcher with the help of literature review developed some propositions that show the impact of these cultural dimensions on employees ’ perception of abusive supervision in two different cultural contexts that can play a vital role in moderating employees’ perception of supervisory abuse in a cross-cultural context e.g. Australia and Pakistan. The paper concludes that although abusive supervision exist in almost all countries and cultures but the intensity of abusive supervision and the subordinate’s perception of their supervisory abuse is based upon their cultural values and norms which play an important role in shaping their perception regarding their supervisory abuse. The researcher has presented the Hofstede’s cultural dimensions comparison table which distinguished these two countries e.g. Australia and Pakistan on multiple dimensions from each other and furthermore, it provide an important future research direction for an empirical investigation of subordinate’s perception of supervisory abuse in these two
ABUSIVE SUPERVISION CLIMATE: A MULTIPLE-MEDIATION MODEL OF ITS IMPACT ON GROUP OUTCOMES Journal: Academy of Management Journal Manuscript ID: AMJ-2011-0237.R3 Manuscript Type: Revision Keywords: Deviance/counterproductive behaviors < Behavior < Organizati
"... In this paper we introduce the construct of abusive supervision climate, the collective perceptions employees hold regarding abusive supervision in their work unit. We thereby extend research on abusive supervision to the team level, which allows us to explore its relationship with outcomes not addr ..."
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In this paper we introduce the construct of abusive supervision climate, the collective perceptions employees hold regarding abusive supervision in their work unit. We thereby extend research on abusive supervision to the team level, which allows us to explore its relationship with outcomes not addressed by individual-level theories of abuse. First, we explain the emergence of abusive supervision climate through the lens of social information processing theory. Then, drawing on team process and effectiveness models, we develop a multiple mediation model that identifies two distinct mechanisms by which abusive supervision climate impacts group-level outcomes: social identity and collective efficacy. Results demonstrate that abusive supervision climate influences social- and task-related group outcomes through these two mediation
Appendix A Survey Details
"... Zoomerang has over 2 million registered individuals (referred to as Zoompanel). Zoomerang profiles its panelists on over 500 attributes and provides incentives to the panelists for their participation in surveys. Zoomerang (2009) reports that their panelists represent the U.S. census. In fact, they ..."
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Zoomerang has over 2 million registered individuals (referred to as Zoompanel). Zoomerang profiles its panelists on over 500 attributes and provides incentives to the panelists for their participation in surveys. Zoomerang (2009) reports that their panelists represent the U.S. census. In fact, they claim that their random selection of panelists would provide a nationally representative sample as opposed to a random convenience sample. Individuals that participate in Zoomerang’s research have double opted into the panel to provide opinions. Double opt-in implies that panelists sign up and then are given a chance to back out of the panel (making sure that they really DO want to participate). For their opinions and time, the panelists are provided with incentive points for each survey that they complete. This is not dissimilar to the incentives often given to complete an instrument in traditional academic mail surveys where mailings are made to a directory (sample frame) of participants. We report that data collected using Zoompanel provides greater control because “inclusion criterion ” could be developed in terms of screening questions to ensure sample frame requirements are met. For example, if a study’s sample requirements are IT managers working in nonprofit organizations in the northeast, it could be achieved by developing appropriate screening questions. Based on the information stored on each panelist, Zoomerang sends invitations to a nationally representative random sample, and the screening questions developed by researchers specific to their studies ensure that the final sample obtained is random and meets the sample frame requirements. Since the present research studies the impact of ICTs on individuals, the sample frame is not constrained to any particular occupation. To truly understand the impact of ICTs on individuals in work settings, some key attributes of the population are desired (i.e., individuals should be
Deviant Behaviors in Response to Organizational Injustice: Mediator Test for Psychological Contract Breach—The Case of
"... Although there is abundant literature on the adoption of deviant behaviour by workers in response to a perceived organisational injustice, little research has attempted to examine the factors that might intervene in the explanation of this relationship. This article's central stake to show that ..."
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Although there is abundant literature on the adoption of deviant behaviour by workers in response to a perceived organisational injustice, little research has attempted to examine the factors that might intervene in the explanation of this relationship. This article's central stake to show that the explanation of workers ’ behaviour cannot be done without a multi-level analysis, accounting for the complexity of the human and organisational systems. The apprehension of deviant behaviour is henceforth done by combining organisational and individual factors. Based on the social exchange theory, this work aims at exploring the relationship between the injustice and the deviance through a psychological contract approach (mediating variable). In this work, we lay open the main results of a research combining two approaches: qualitative (based on a set of exploratory interviews of 12 Tunisian employees) and quantitative (conducted in two steps, exploratory and confirmatory using the structural equations model). The results of a survey of 340 Tunisian managers reveal the existence of significant relationships in accordance with the formulated hypotheses.
A Cognitive Perspective on the Safety Communication Factors That Affect Worker Behavior
, 2014
"... Communication is vital for construction safety, but how it influences unsafe behavior in the work-place remains unclear. This study aims to explore the relationships between communication, cog-nitive failure, and unsafe behaviors in order to clarify those mechanics. We defined communica-tion as mana ..."
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Communication is vital for construction safety, but how it influences unsafe behavior in the work-place remains unclear. This study aims to explore the relationships between communication, cog-nitive failure, and unsafe behaviors in order to clarify those mechanics. We defined communica-tion as management input, worker cognitive failure as process, and actual behaviors as manage-ment output. We collected data from three Chinese steel construction crews and utilized experi-ence/behavior sampling and questionnaire surveys to collect project information. Bivariate sta-tistical analyses were conducted to explain how communication affected unsafe behavior. The re-sults showed that, rather than communication frequency, management communication style was significantly related to worker cognitive failure; specifically, communication style was related to perception of convenience and self-capacity, which could be upstream factors explaining unsafe behavior at the construction jobsite. This research provided statistical evidence supporting the hypothesized association among safety communication, cognitive failure, and behavior, bridging
