Abusive Supervision and Employees’ Job Performance

Subject: Management
Pages: 2
Words: 646
Reading time:
3 min
Study level: PhD

Chen, Z. X., & Wang, H. Y. (2017). Abusive supervision and employees’ job performance: A multiple mediation model. Social Behavior and Personality: An International Journal, 45(5), 845-858. Web.

The article is concerned with the relationship between employee performance and abusive supervision. The focus was on such areas as organizational justice, individual and self-concept socialization, and leader-member exchange. Chen and Wang (2017) found that abusive supervision had a negative impact on employee performance, which was mediated by self-efficacy, supervisory trust, and leadership justice. The authors also noted that a combination of mediators intensified the negative impact of abusive supervision. Chen and Wang (2017) emphasized that low performance was explained by the fact that employees had to deal with interpersonal issues instead of focusing on their tasks. This study has certain limitations as it is confined to the context of Chinese companies and has a limited sample size (630 participants).

Nevertheless, it is relevant for the present research as it unveils specific mediators of the relationship between employee performance and abusive supervision. The researchers identified some of the most influential factors affecting employee performance, such as self-efficacy, leadership justice, and supervisory trust.

Hurst, C., Simon, L., Jung, Y., & Pirouz, D. (2019). Are “bad” employees happier under bad bosses? Differing effects of abusive supervision on low and high primary psychopathy employees. Journal of Business Ethics, 158(4), 1149-1164. Web..

This article deals with the effects of abusive supervision on people with specific psychological traits. It has been found that primary psychopaths perform significantly better as compared to their peers (Hurst, Simon, Jung, & Pirouz, 2019).

One of the central characteristics of primary psychopathy is anger, and it was found that primary psychopaths were less angry under the supervision of more abusive leaders. These subordinates performed better under abusive supervision, while their performance was low with other (more democratic) types of supervision. Hurst et al. (2019) suggested that employers should consider this phenomenon that could be useful under some circumstances. However, the authors also emphasized that abusive supervisors tended to empower such employees, which had an overall negative effect on the working environment. The working atmosphere can deteriorate due to the prevalence of ineffective communication and behavioral patterns. The sample size of this study is quite significant (over 750 participants were involved), but further investigation into the issue is required.

This is a relevant source for the present research as it describes circumstances under which the effect of abusive supervision on employee performance can be positive. It is clear that the impact of abusive supervision is multifaceted and is not confined to negative outcomes.

Liu, W., Zhang, P., Liao, J., Hao, P., & Mao, J. (2016). Abusive supervision and employee creativity. Management Decision, 54(1), 130-147. Web.

The present article dwells upon the relationship between abusive supervision and employees’ creativity. Liu, Zhang, Liao, Hao, and Mao (2016) noted that the negative impact of abusive supervision on employees’ creativity was apparent and had been studied previously. In this study, the researchers explored the mediating roles of organizational identification and psychological safety in employees’ creativity. Liu et al. (2016) found that abusive supervision affected these aspects negatively, while organizational identification and psychological safety influenced people’s creativity. Psychological safety mediated the link between organizational identification and abusive supervision partially, while organizational identification fully mediated the relation between creativity and psychological safety. Although the sample size is rather small (only 423 people participated), the research sheds light on an important aspect of the effects of abusive supervision on employees’ performance.

This article is relevant for the present research as it describes specific outcomes of abusive supervision on employees’ performance by examining the specific mechanics of this process. The researchers show the link between performance and organizational identification, and psychological safety. Creativity is one of the most important features of employees that are highly valued in various industries and have a direct impact on their performance.