ABUSIVE SUPERVISION: DIMENSIONS & SCALE
Keywords:
Abusive Supervision, Credit Stealing, Belittling Behavior, Yelling and Scapegoating
Abstract
This study aims to explore dimensions of abusive supervision and to develop a scale for measuring abusive supervision dimensions. Qualitative and quantitative data were collected from Karachi, Istanbul and Dubai at different points in time. The final sample comprised of 103 and 506 respondents from Karachi for qualitative and quantitative data respectively, 447 respondents from Istanbul and 480 respondents from Dubai. Summative Content Analysis, Exploratory Factor Analysis, Confirmatory Factor Analysis and Multiple Regression analyses were used as analyses techniques. Results suggested that abusive supervision is a multi-dimensional construct. The scale was also developed and validated in all three geographical locations. Furthermore, dimensions of abusive supervision were found to be positively associated with turnover intentions.References
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An, F., & Wang, B. (2016.) Abusive supervision and counterproductive work behaviour: Moderating effect of negative affectivity. Journal of Service Science and Management, 9(01), 66.
Ashforth, B. (1994). Petty tyranny in organizations. Human relations, 47(7), 755-778.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure. Journal of applied psychology, 86(3), 386.
Caesens, G., Nguyen, N., & Stinglhamber, F. (2019). Abusive supervision and organizational dehumanization. Journal of Business and Psychology, 34(5), 709-728.
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. 1979. The Michigan organizational assessment questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor.
Clark, L. A., & Watson, D. (1995). Constructing validity: Basic issues in objective scale development. Psychological assessment, 7(3), 309-319.
Creswell, J. W. (2008). Educational research: Planning, conducting, and evaluating quantitative and qualitative research (3rd ed.). Upper Saddle River, NJ: Pearson Education, Inc.
Deluga, R. J. (1998). Leader-Member Exchange Quality and Effectiveness Ratings: The Role of Subordinate-Supervisor Conscientiousness Similarity. Group & Organization Management. 23 (2), 189–216.
Elçi, M., Şener, İ., Aksoy, S., &Alpkan, L. (2012). The impact of ethical leadership and leadership effectiveness on employees’ turnover intention: The mediating role of work related stress. ProcediaSocial and Behavioral Sciences, 58, 289-297.
Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2005). Workplace Bullying: individual pathology or organizational culture. Workplace violence, 229-247
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
Girard, R. (1989). The Scapegoat. Baltimore: Johns Hopkins University Press.
Glaser, B. G., & Strauss, A. L. (1967). The discovery of grounded theory: Strategiesfor qualitative research. Chicago: Aldire.
Graen, G. B. & Uhl-Bien, M. (1995). “The Relationship-based approach to leadership: Development of LMX theory of leadership over 25 years: Applying a multi-level, multi-domain perspective”. Leadership Quarterly 6 (2): 219–247.
Herzberg, F., B. Mausner, & Snyderman, B. (1959).The Motivation to Work. New York: John Wiley.
Hwang, I. S., & Kuo, J. (2006). Effects of job satisfaction and perceived alternative employment opportunities on turnover intention: An examination of public sector organizations. Journal of American Academy of Business, 8(2), 254-259.
Jackson, D.N. (1974). Personality Research Form manual (2nd ed). Port Huron, MI: Research Psychologists Press
Keashly, L. (1998). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1, 85–117.
Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior in the workplace: A preliminary investigation. Violence and victims, 9, 341-341.
Khan, S. N., Qureshi, I. M., & Ahmad, H. I. (2010).Abusive supervision and negative employee outcomes. European journal of social sciences, 15(4), 490-500.
Kline, R. B. (2005). Principles and practice of structural equation mod.
Lyu, D., Ji, L., Zheng, Q., Yu, B., & Fan, Y. (2019). Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203
Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior, 34(1), 120-137.
McIntire, S.A. & Miller, L.A. (2005). Foundations of Psychological Testing, 2nd Edition, Sage Publishing Co.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159.
Namie, G., & Namie, R. (2000). Workplace bullying: The silent epidemic. Employee Rights Quarterly, 1(2), 1-12.
Nunnally, J. C., Bernstein, I. H., & Berge, J. M. T. (1967). Psychometric theory (Vol. 226). New York: McGraw-hill.
Peng, A. C., M. Schaubroeck, J., Chong, S., & Li, Y. (2019). Discrete emotions linking abusive supervision to employee intention and behavior. Personnel Psychology, 72(3), 393-419.
Rayner, C., Hoel, H. and Cooper, C. L. (2002). Workplace bullying. What we know, who is to blame, and what can we do?. London: Taylor & Francis.
Saleem, A., Iqbal, J., Sandhu, M. A., & Amin, S. (2018). Impact of Empowerment & Emotional Labor on Teacher’s Work Engagement: A Moderating Role of Job Experience. Review of Economics and Development Studies, 4(2), 237-245.
Shah, T. A., Khattak, M. N., Zolin, R., & Shah, S. Z. A. (2019). Psychological empowerment and employee attitudinal outcomes. Management Research Review. 42(7) 797-817
Shoss, M. K., Eisenberger, R., Restubog, S. L. D., & Zagenczyk, T. J. (2013). Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor’s organizational embodiment. Journal of Applied Psychology, 98(1), 158
Thau, S., Aquino, K., &Bommer, W. H. (2008). How employee race moderates the relationship between non-contingent punishment and organizational citizenship behaviors: A test of the negative adaptation hypothesis. Social Justice Research, 21(3), 297-312.
Tepper, B. J. (2000). Consequences of abusive supervision.Academy of management journal, 43(2), 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of management, 33(3), 261-289.
Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis. Organizational behavior and human decision processes, 109(2), 156-167.
Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59(1), 101-123.
Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004). Moderators of the relationships between coworkers’ organizational citizenship behavior and fellow employees’ attitudes. Journal of Applied Psychology, 89(3), 455.
Wu, T. Y., & Hu, C. (2009). Abusive supervision and employee emotional exhaustion: Dispositional antecedents and boundaries. Group & Organization Management, 34(2), 143-169.
Xu, S., Martinez, L. R., Van Hoof, H., Tews, M., Torres, L., & Farfan, K. (2018). The impact of abusive supervision and co-worker support on hospitality and tourism student employees’ turnover intentions in Ecuador. Current issues in Tourism, 21(7), 775-790.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002) .Abusive supervision and subordinates’ organizational citizenship behavior.Journal of applied psychology, 87(6), 1068.
An, F., & Wang, B. (2016.) Abusive supervision and counterproductive work behaviour: Moderating effect of negative affectivity. Journal of Service Science and Management, 9(01), 66.
Ashforth, B. (1994). Petty tyranny in organizations. Human relations, 47(7), 755-778.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure. Journal of applied psychology, 86(3), 386.
Caesens, G., Nguyen, N., & Stinglhamber, F. (2019). Abusive supervision and organizational dehumanization. Journal of Business and Psychology, 34(5), 709-728.
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. 1979. The Michigan organizational assessment questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor.
Clark, L. A., & Watson, D. (1995). Constructing validity: Basic issues in objective scale development. Psychological assessment, 7(3), 309-319.
Creswell, J. W. (2008). Educational research: Planning, conducting, and evaluating quantitative and qualitative research (3rd ed.). Upper Saddle River, NJ: Pearson Education, Inc.
Deluga, R. J. (1998). Leader-Member Exchange Quality and Effectiveness Ratings: The Role of Subordinate-Supervisor Conscientiousness Similarity. Group & Organization Management. 23 (2), 189–216.
Elçi, M., Şener, İ., Aksoy, S., &Alpkan, L. (2012). The impact of ethical leadership and leadership effectiveness on employees’ turnover intention: The mediating role of work related stress. ProcediaSocial and Behavioral Sciences, 58, 289-297.
Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2005). Workplace Bullying: individual pathology or organizational culture. Workplace violence, 229-247
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
Girard, R. (1989). The Scapegoat. Baltimore: Johns Hopkins University Press.
Glaser, B. G., & Strauss, A. L. (1967). The discovery of grounded theory: Strategiesfor qualitative research. Chicago: Aldire.
Graen, G. B. & Uhl-Bien, M. (1995). “The Relationship-based approach to leadership: Development of LMX theory of leadership over 25 years: Applying a multi-level, multi-domain perspective”. Leadership Quarterly 6 (2): 219–247.
Herzberg, F., B. Mausner, & Snyderman, B. (1959).The Motivation to Work. New York: John Wiley.
Hwang, I. S., & Kuo, J. (2006). Effects of job satisfaction and perceived alternative employment opportunities on turnover intention: An examination of public sector organizations. Journal of American Academy of Business, 8(2), 254-259.
Jackson, D.N. (1974). Personality Research Form manual (2nd ed). Port Huron, MI: Research Psychologists Press
Keashly, L. (1998). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1, 85–117.
Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior in the workplace: A preliminary investigation. Violence and victims, 9, 341-341.
Khan, S. N., Qureshi, I. M., & Ahmad, H. I. (2010).Abusive supervision and negative employee outcomes. European journal of social sciences, 15(4), 490-500.
Kline, R. B. (2005). Principles and practice of structural equation mod.
Lyu, D., Ji, L., Zheng, Q., Yu, B., & Fan, Y. (2019). Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203
Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior, 34(1), 120-137.
McIntire, S.A. & Miller, L.A. (2005). Foundations of Psychological Testing, 2nd Edition, Sage Publishing Co.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159.
Namie, G., & Namie, R. (2000). Workplace bullying: The silent epidemic. Employee Rights Quarterly, 1(2), 1-12.
Nunnally, J. C., Bernstein, I. H., & Berge, J. M. T. (1967). Psychometric theory (Vol. 226). New York: McGraw-hill.
Peng, A. C., M. Schaubroeck, J., Chong, S., & Li, Y. (2019). Discrete emotions linking abusive supervision to employee intention and behavior. Personnel Psychology, 72(3), 393-419.
Rayner, C., Hoel, H. and Cooper, C. L. (2002). Workplace bullying. What we know, who is to blame, and what can we do?. London: Taylor & Francis.
Saleem, A., Iqbal, J., Sandhu, M. A., & Amin, S. (2018). Impact of Empowerment & Emotional Labor on Teacher’s Work Engagement: A Moderating Role of Job Experience. Review of Economics and Development Studies, 4(2), 237-245.
Shah, T. A., Khattak, M. N., Zolin, R., & Shah, S. Z. A. (2019). Psychological empowerment and employee attitudinal outcomes. Management Research Review. 42(7) 797-817
Shoss, M. K., Eisenberger, R., Restubog, S. L. D., & Zagenczyk, T. J. (2013). Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor’s organizational embodiment. Journal of Applied Psychology, 98(1), 158
Thau, S., Aquino, K., &Bommer, W. H. (2008). How employee race moderates the relationship between non-contingent punishment and organizational citizenship behaviors: A test of the negative adaptation hypothesis. Social Justice Research, 21(3), 297-312.
Tepper, B. J. (2000). Consequences of abusive supervision.Academy of management journal, 43(2), 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of management, 33(3), 261-289.
Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis. Organizational behavior and human decision processes, 109(2), 156-167.
Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59(1), 101-123.
Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004). Moderators of the relationships between coworkers’ organizational citizenship behavior and fellow employees’ attitudes. Journal of Applied Psychology, 89(3), 455.
Wu, T. Y., & Hu, C. (2009). Abusive supervision and employee emotional exhaustion: Dispositional antecedents and boundaries. Group & Organization Management, 34(2), 143-169.
Xu, S., Martinez, L. R., Van Hoof, H., Tews, M., Torres, L., & Farfan, K. (2018). The impact of abusive supervision and co-worker support on hospitality and tourism student employees’ turnover intentions in Ecuador. Current issues in Tourism, 21(7), 775-790.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002) .Abusive supervision and subordinates’ organizational citizenship behavior.Journal of applied psychology, 87(6), 1068.
Published
2020-01-15
Section
Articles
