Abusive Supervision and Employee Work Behavior

Subject: Employee Management
Pages: 2
Words: 657
Reading time:
3 min
Study level: PhD

Atwater, L., Kim, K. Y., Witt, A., Latheef, Z., Callison, K., Elkins, T., & Zheng, D. (2015). Reactions to abusive supervision: Examining the roles of emotions and gender in the USA. The International Journal of Human Resource Management, 27(16), 1874-1899. Web.

The article provides insights into the influence of abusive supervision on employees’ performance with a specific focus on emotional response and gender. The researchers utilized qualitative and quantitative methods and tested the conditional process model of abusive supervision outcomes. The adverse effects of abusive supervision were identified, which was consistent with the previous research. Regarding gender, it was found that female employees tended to be engaged in withdrawal when negative emotions were low. These findings were quite the opposite with men who were likely to be engaged in withdrawal when negative emotions were high. Another peculiarity associated with male employees’ responses was documented as men who experienced high negative emotions tended to quit.

This valuable source is relevant to the present project because it highlights important emotional aspects related to abusive supervision. The study also highlights the difference between the responses of males and females. Leaders need to pay attention to the emotional components of employees’ responses to abusive supervision in order to develop effective interventions aimed at turnover prevention and the development of a favorable working atmosphere.

Oh, J., & Farh, C. (2017). An emotional process theory of how subordinates appraise, experience, and respond to abusive supervision over time. Academy of Management Review, 42(2), 207-232. Web.

The present article deals with the emotional aspect of the relationships in the working place under abusive supervision. The researchers created an emotional process theory to examine the ways employees appraise, respond to, and experience abusive supervision. The focus was on such emotions as sadness, fear, and anger, and employees’ behaviors as their response to abusive supervision. Oh and Farh (2017) identified several outcomes of abusive behavior and the way they affect organizational objectives. It was found that some of the potential undesirable behaviors may include intentional mistakes and even theft. The authors noted that in order to avoid adverse effects associated with subordinates’ negative emotions, it could be beneficial to train employees to employ techniques to manage their emotions. Clearly, leaders should also understand the way the emotional aspect can influence the working environment.

The present article is a valuable source for the present research because it contributes to the knowledge base since it highlights the emotional aspect that is important for the creation of the appropriate working atmosphere. The present project focuses on the views of leaders, and this article provides insights into the concepts to address during the discussions as it is stated that emotional aspects often remain muted.

Peng, A. C., Schaubroeck, J. M., Chong, S., & Li, Y. (2019). Discrete emotions linking abusive supervision to employee intention and behavior. Personnel Psychology, 72(3), 393-419. Web.

This article is concerned with the emotional response of employees experiencing abusive supervision. The researchers explored the reactions to abusive supervision that was directed towards peers and toward oneself. The sample size was sufficient as the study involved 285 full-time employees who worked in 55 different units. The involvement of this heterogeneous population enhances the validity of the study. It was found that abusive supervision was linked to such emotions as anger, shame, and fear. The authors claimed that abusive supervision led to the feeling of shame when coworkers experienced lower abuse and resulted in the feeling of anger when coworkers were exposed to a higher level of abuse. Such reaction as interpersonal deviance was associated with anger, while shame was related to fewer voice behaviors. Whereas fear was linked to an increased rate of turnover.

This source is valuable for the present project because it sheds light on the exact emotions people experience when exposed to abusive supervision. Moreover, the link between a specific emotion and behavioral pattern is examined, which has important implications for the theory and practice.