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When Anger Hits Home Spill Over Effects Of Abusive Supervision As Perceived By Victims And Third Parties
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Book Synopsis When Anger Hits Home : Spill Over Effects of Abusive Supervision as Perceived by Victims and Third Parties by : Francesca C. Alonte
Download or read book When Anger Hits Home : Spill Over Effects of Abusive Supervision as Perceived by Victims and Third Parties written by Francesca C. Alonte and published by . This book was released on 2009 with total page 230 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Third Party Reactions to Supervisor Abuse by : Lemuel Toledano
Download or read book Third Party Reactions to Supervisor Abuse written by Lemuel Toledano and published by . This book was released on 2013 with total page 416 pages. Available in PDF, EPUB and Kindle. Book excerpt: Guided by attribution (Weiner, 1986, 1995) and moral intensity (Jones, 1991) theories, this dissertation develops and tests a moderated mediation model that accounts for third parties' emotional reactions (anger and sympathy) and dispositional factors (negative reciprocity and moral identity) in the relationship between cognitive evaluations (perceived responsibility, magnitude of consequence, and social consensus) and behavioural reactions (retaliation and emotional support) to supervisor abuse. It is proposed that upon witnessing supervisor abuse, third parties engage in cognitive evaluations in the form of assessing supervisor's responsibility, magnitude of consequence, and social consensus. These cognitive evaluations result in anger and retaliatory behaviours directed at the supervisor and sympathy and emotional support towards the target of abuse. Furthermore, these relationships are strengthened by negative reciprocity beliefs and moral identity. The proposed model was tested using scenario-based experiment (Study 1) and field survey studies (Studies 2 and 3). The primary objective of Study 1 was to test the relationship between perceived responsibility, magnitude of consequence, and social consensus (independent variables), and third parties' emotional response towards the abusive supervisor (anger) and abused subordinate (sympathy). Results of the study among 217 non-academic staff showed that perceptions of supervisor responsibility, magnitude of consequence, and social consensus had a significant main effect on anger towards the supervisor. Similarly, perceived responsibility and magnitude of consequence resulted in sympathy towards the target of abuse. Study 2 aimed to extend Study 1 by testing the full model of third parties' reactions to supervisor abuse and accounting for individual differences using 241 part-time graduate students. In Study 2, the conditional indirect effects of cognitive evaluations (both first and second stage moderation) in predicting retaliatory actions via anger were stronger for those with high as opposed to low moral identity (symbolization). Moreover, the conditional indirect effects of cognitive evaluations (first stage moderation) in predicting emotional support via sympathy were stronger for those with high as opposed to low moral identity (symbolization). Study 3 had two main objectives. First, it aimed to test the influence of both symbolization and internalization dimensions of moral identity on third party reactions to supervisor abuse. Results among 182 professional employees showed a differential moderating effects for the two sub-dimensions of moral identity within the cognitive evaluation-emotional response-behavioural reactions relationships. Second, examine the influence of negative reciprocity beliefs on the strength of the cognitive evaluations-anger-retaliation relationship. Results showed that the conditional indirect effects of cognitive evaluations in predicting retaliatory actions via anger were stronger for those with high as opposed to low negative reciprocity beliefs. This research program contributes to the abusive supervision literature in three important ways. First, it extends our understanding of supervisor abuse beyond the typical supervisor-subordinate dyads. Specifically, third party observers of abusive supervision can also be emotionally and behaviourally affected. Second, abusive supervision was examined using a moral perspective. Third, it considered how personality factors (moral identity and negative reciprocity beliefs) can predict third parties' reactions to supervisor abuse. Implications for research and practice are also discussed.
Book Synopsis The Mediating Role of State Anger in the Relationship Between Third Party Perceptions of Abusive Supervision and Workplace Deviant Behavior by : Evitha Hazelyn C. Alcantara
Download or read book The Mediating Role of State Anger in the Relationship Between Third Party Perceptions of Abusive Supervision and Workplace Deviant Behavior written by Evitha Hazelyn C. Alcantara and published by . This book was released on 2011 with total page 90 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Author :Robert Eisenberger Publisher :American Psychological Association (APA) ISBN 13 :9781433809330 Total Pages :0 pages Book Rating :4.8/5 (93 download)
Book Synopsis Perceived Organizational Support by : Robert Eisenberger
Download or read book Perceived Organizational Support written by Robert Eisenberger and published by American Psychological Association (APA). This book was released on 2011 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Today's constantly changing work environment is fraught with job uncertainty, frequent mergers and acquisitions, and a general breakdown of trust between employer and employee. More than ever, it is critical for managers to proactively shift away from devaluing employees as marginal capital to empowering them as human capital. Perceived organizational support-employees' perception of how much an organization values their contribution and cares about their well-being-mutually benefits both employees and their organizations and is integral to sustainable employer–employee relationships. Using organizational support theory and evidence gathered from hundreds of studies, Eisenberger and Stinglhamber demonstrate how perceived organizational support affects employees' well-being, the positivity of their orientation toward the organization and work, and behavioral outcomes favorable to the organization. The authors illustrate these findings with employee experiences and strategic approaches of major organizations such as Southwest Airlines, Wal-Mart, Costco, and Google. Organizational psychologists, management consultants, managers, and graduate students will obtain a clear understanding of perceived organizational support and the practical knowledge needed to foster its development and positive outcomes.
Book Synopsis Haunted by the Past: Examining Moderating Role of Anger Rumination in the Relationship of Supervisor's History of Aggression and Subordinate's Perception of Abusive Supervision by : Kevin Mark M. Buencamino
Download or read book Haunted by the Past: Examining Moderating Role of Anger Rumination in the Relationship of Supervisor's History of Aggression and Subordinate's Perception of Abusive Supervision written by Kevin Mark M. Buencamino and published by . This book was released on 2012 with total page 84 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Victim and Third-party Deviant Behavior as a Reaction to Mistreatment in the Workplace by : Vivel C. Batobato
Download or read book Victim and Third-party Deviant Behavior as a Reaction to Mistreatment in the Workplace written by Vivel C. Batobato and published by . This book was released on 2009 with total page 262 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis On the Causes and Consequences of Abusive Supervision by : Lindie Hanyu Liang
Download or read book On the Causes and Consequences of Abusive Supervision written by Lindie Hanyu Liang and published by . This book was released on 2016 with total page 118 pages. Available in PDF, EPUB and Kindle. Book excerpt: Abusive supervision is a growing problem confronting organizations. In this dissertation, across two essays, I examine both the causes and the consequences of abusive supervision. In Essay 1, I answer the question when and why do supervisors abuse poor performing employees. Building on prior work showing that abusive supervision is a reaction to subordinates' poor performance, I develop a self-control framework to outline when and why supervisors abuse poor performing subordinates. In particular, I argue poor performing subordinates instill in supervisors a sense of hostility towards the subordinate, which in turn leads to engaging in abusive supervision. Within this self-control framework, poor performance is more likely to lead to abusive supervision when (a) the magnitude of the hostility experienced is higher (e.g., for those with a hostile attribution bias), or (b) the translation of hostility into abusive supervision is unconstrained (e.g., for those who are low in trait mindfulness). In two experimental studies with full-time supervisors where we manipulated the independent variable (Study 1) and the mediator (Study 2), and in a multi-wave and multi-source field study with data collected from supervisor-subordinate teams (50 supervisors and 206 subordinates) at two time points (Study 3), I found overall support for our predictions. In Essay 2, I answer the question under what circumstances and why the detrimental effect of abusive supervision on subordinate well-being can be mitigated. When a subordinate receives abusive treatment from a supervisor, a natural response is to retaliate against the supervisor. Although the majority of the abusive supervision literature has suggested that retaliation is dysfunctional and should be discouraged, I offer an alternative narrative by suggesting that retaliation may have a beneficial purpose. Based on the notion that retaliation following mistreatment can restore justice for victims, I propose a functional theory of retaliation and predict that retaliation alleviates the effect of abusive supervision on subordinate well-being by virtue of restoring subordinate justice perceptions. In an experimental study using vignettes (Study 1), two additional experimental studies (Study 2A and 2B), and a field survey study with two independent samples (Study 3), I found general support for our predictions. Overall, the results of these two essays shed light on the phenomenon abusive supervision in terms of understanding its causes and consequences.
Book Synopsis Diffrentiating Between Abuse and Hostility by : Thomas Mikhail
Download or read book Diffrentiating Between Abuse and Hostility written by Thomas Mikhail and published by . This book was released on 2023 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Abusive supervision is a significant area within organizational behavior with bodies of research spanning over perceptions of hostility and those who have been victimized from abusive supervision (Yu & Duffy 2020; Tepper et al., 2007). Additionally, victimization of individuals has been segmented into reasons why a supervisor would result into delivery of abusive behaviors, reciprocal populations including families to receive said behaviors, and the interactive effect of unethical workplace behavior and relationship conflict (Garcia et al., 2014, 2014; Liu et al., 2015; Quade et al., 2017). On an interpersonal basis, as in relationships that constitute of an individual's family, intimate partners, close friends, and other micro-based systems involving direct interaction (Huston & Bentley, 2010), violence has been covered extensively on to why survivors engage in unhealthy relationships, can model their own abuse based on social psychology, as well as roles a supervisor has in supporting the employee (Finkel et al., 2009; Allen et al., 2018; Garcia et al., 2017). Through a manipulative scenario survey, I find support for the hypotheses that abusive supervision increases perceptions of hostility from an abusive behavior. Additionally, I find that the perception of hostility negatively affects a subordinates employee task-resistance, operating separately than the manipulation of abusive supervision alone. There was not a significant finding in regards to interpersonal violence (IPV) moderating perceptions of hostility, but potential limitations and implications for future research are discussed. Hypothesis 1: abusive supervision is positively correlated with subordinates chance of perceiving supervisor hostility Hypothesis 2: previous exposure to IPV will increase the perceived hostility that stems from abusive supervision Hypothesis 3a: Abusive supervision leads to a increase in employee task resistance due to the increase in perceptions of hostility Hypothesis 3b: Employee task resistance is negatively impacted from abusive supervision and increased perceptions of hostility due to IPV.
Book Synopsis Reactions to Daily Abusive Supervision by : Rushika De Bruin
Download or read book Reactions to Daily Abusive Supervision written by Rushika De Bruin and published by . This book was released on 2019 with total page 143 pages. Available in PDF, EPUB and Kindle. Book excerpt: Abusive supervision is a widely-studied phenomenon experienced by a multitude of workers across organizations. While abusive supervision is typically studied in terms of negative outcomes (i.e., supervisor-directed retaliation), there is some preliminary evidence that not all consequences of abusive supervision are negative. While there have been several studies exploring employee reactions to abusive supervision, they predominantly take a cross-sectional design perspective. The current study utilized 102 full-time employees from the U.S. who responded to 932 daily surveys assessing personality, workplace behaviors, and justice perceptions. The current study explored how perceptions of abusive supervision changed on a day-to-day basis and how those changes in turn impacted employee reactions, including potential positive outcomes that could stem from abusive supervision (e.g., supervisor-directed OCBs). The current study yielded several results. First, results related to actual employee behaviors demonstrated that abusive supervision was related to a decrease in justice perceptions and OCB engagement and an increase in retaliation. However, these effects did not carry forward to the following days. Rather, employees who retaliated more often reported more abusive supervision, potentially as a justification for their behavior. Second, results related to perceptions demonstrated that justice perceptions led to less abusive supervision and more OCBs during the following days. Hostile attribution bias interacted with perceptions of abuse and perceptions of interactional justice to increase employee retaliation. Third, results related to personality demonstrated that Machiavellianism did not interact with abuse or justice to predict retaliation. Psychopathy interacted with abuse to predict reduced retaliation in cases of low abuse. Narcissism and everyday sadism interacted with justice perceptions to predict more retaliation when the situation was deemed unfair. Lastly, none of the individual differences predicted engagement in supervisor-directed OCBs.
Book Synopsis An Examination of the Role of Abusive Supervisor Behavior on Supervisor Affect and Future Behaviors by : Joshua C. Palmer
Download or read book An Examination of the Role of Abusive Supervisor Behavior on Supervisor Affect and Future Behaviors written by Joshua C. Palmer and published by . This book was released on 2021 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research has shown that abusive supervisor behavior can have psychological, psychosocial, and behavioral impacts on targeted employees, and the literature has primarily focused on the effects of abusive supervisor behavior on the target of the abuse. Although this literature is important, little attention has been paid to the role engagement in abusive supervisor behavior can demonstrate on abusers, such as supervision affective experiences and their future behaviors toward their subordinates and their families. Drawing from affective events theory, I develop a theoretical model that examines abusive supervisor behavior's impact on supervisors' affective experiences. It then examines the impact of these affective experiences on subsequent supervision attitudes, subsequent behaviors toward their subordinates, and the impact on supervisors' family lives. Because this project draws on affective events theory, I focus on the impact of abusive supervisor behavior on the leader and examine supervisor personality (id est, psychopathy and empathy) and perceptions that abusive supervisor behavior was warranted as moderators of abusive supervisor behavior, its impact on supervisor affective reactions, and subsequent attitudinal, behavioral, and work-home outcomes. Data were analyzed from 255 supervisors to test a model of supervisor reactions to engaging in abusive supervisor behavior that is rooted in affective events theory. I found mixed support for the proposed affective events theory paths examining the role of engaging in abusive supervisor behavior on workplace outcomes. I found limited support for the moderating role of psychopathy and did not find support for the moderating role of empathy and perceptions abuse was warranted as moderators. I found some support for the mediating role of positive and negative affect after engaging in abusive supervisor behavior on workplace outcomes. I largely found that the proposed total effects models were significant, indicating that abusive supervisor behavior has important effects on a variety of workplace outcomes. Thus, this research provides a test of the main tenets of affective events theory and uses the theory to explain how engagement in abusive supervisor behavior impacts supervisors and the boundary conditions that affect this relationship. I discuss this research's theoretical and practical contributions and provide an actionable agenda for future research.
Book Synopsis Why Does He Do That? by : Lundy Bancroft
Download or read book Why Does He Do That? written by Lundy Bancroft and published by Penguin. This book was released on 2003-09-02 with total page 436 pages. Available in PDF, EPUB and Kindle. Book excerpt: In this groundbreaking bestseller, Lundy Bancroft—a counselor who specializes in working with abusive men—uses his knowledge about how abusers think to help women recognize when they are being controlled or devalued, and to find ways to get free of an abusive relationship. He says he loves you. So...why does he do that? You’ve asked yourself this question again and again. Now you have the chance to see inside the minds of angry and controlling men—and change your life. In Why Does He Do That? you will learn about: • The early warning signs of abuse • The nature of abusive thinking • Myths about abusers • Ten abusive personality types • The role of drugs and alcohol • What you can fix, and what you can’t • And how to get out of an abusive relationship safely “This is without a doubt the most informative and useful book yet written on the subject of abusive men. Women who are armed with the insights found in these pages will be on the road to recovering control of their lives.”—Jay G. Silverman, Ph.D., Director, Violence Prevention Programs, Harvard School of Public Health
Book Synopsis Stand Up and Speak Up by : Manuela Priesemuth
Download or read book Stand Up and Speak Up written by Manuela Priesemuth and published by . This book was released on 2012 with total page 120 pages. Available in PDF, EPUB and Kindle. Book excerpt: This dissertation examines what happens when employees witness supervisory abuse in the workplace. In particular, it explores whether--and when--employees will respond to witnessing supervisory abuse of a coworker by engaging in prosocial actions aimed at benefitting the target of abuse. In doing so, it extends work on abusive supervision. Traditionally, abusive supervision research has focused on the impact of abuse on the victim him/herself. However, this work explores the impact of abusive supervision on third party observers. In addition, because abusive supervision represents a form of organizational injustice, this dissertation extends both work on abusive supervision and third party reactions to injustice by considering the positive, prosocial reactions abuse might trigger in employees.
Download or read book Cleansing My Abuse written by Zhenyu Liao and published by . This book was released on 2018 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research on abusive supervision has predominantly focused on the consequences for victims while overlooking how leaders respond to their own abusive behavior. Drawing from the literature on moral cleansing, we posit that supervisors who engage in abusive behavior may paradoxically engage in more constructive leadership behaviors subsequently as a result of feeling guilty and perceiving loss of moral credits. Results from two experience sampling studies show that, within leaders on a daily basis, perpetrating abusive supervisor behavior led to an increase in experienced guilt and perceived loss of moral credits, which in turn motivated leaders to engage in more constructive person-oriented (consideration) and task-oriented (initiating structure) leadership behaviors. In addition, leader moral attentiveness and moral courage strengthen these indirect effects by amplifying leaders' awareness of their immoral behavior and their willingness and determination to make reparations for such behavior. Our research contributes to the theoretical understanding of leaders' responses toward their own abusive supervisor behavior and provides insights into how and when destructive leadership behaviors may, paradoxically, trigger more constructive behaviors.
Book Synopsis Antecedents and Outcomes of Abusive Supervision by : Joon Hyung Park
Download or read book Antecedents and Outcomes of Abusive Supervision written by Joon Hyung Park and published by . This book was released on 2012 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: Previous research has focused on the consequences of abusive supervision and the effects of moderators on the relationship between it and employee outcomes. Only a few studies have looked at the antecedents of this behavior and these have found that supervisors' perceptions of fairness may lead to abusive supervision. Extending this research, this study examined antecedents of abusive supervision such as supervisors' personal characteristics (e.g., narcissism), and supervisors' level of stressors (e.g., job demands, work-family conflict). Also, I examined supervisors' experience of abusive supervision as an antecedent to test a trickle-down model of this negative behavior. In addition, this study investigated subordinates' dispositional characteristics such as neuroticism and implicit person theories as antecedents of abusive supervision. Using data from both supervisors and subordinates, the current study conducted multi-level analyses and tested the effect of abusive supervision on employee unit-level organizational citizenship behaviors and performance. Further, this study examined the moderating effects of coping styles on the relationship between abusive supervision and employee psychological distress. Ninety three supervisors and 402 subordinates were surveyed in order to examine the proposed relationships among constructs. Results showed that supervisors who have experienced abusive supervision from their current bosses may treat their subordinates with same negative behaviors. Also, I found that subordinates high in neuroticism perceive more abusive supervision than those low in neuroticism. Results indicated that abusive supervision is positively related to subordinates' psychological distress. Findings also showed that employees who have experienced abusiveness by their supervisor tried various coping strategies. Unfortunately, individual coping strategies did not buffer the impact of abusive supervision. Implications for practice and limitations of the study are discussed.
Book Synopsis The Sense of an Ending by : Julian Barnes
Download or read book The Sense of an Ending written by Julian Barnes and published by Vintage. This book was released on 2011-10-05 with total page 158 pages. Available in PDF, EPUB and Kindle. Book excerpt: BOOKER PRIZE WINNER • NATIONAL BESTSELLER • A novel that follows a middle-aged man as he contends with a past he never much thought about—until his closest childhood friends return with a vengeance: one of them from the grave, another maddeningly present. A novel so compelling that it begs to be read in a single setting, The Sense of an Ending has the psychological and emotional depth and sophistication of Henry James at his best, and is a stunning achievement in Julian Barnes's oeuvre. Tony Webster thought he left his past behind as he built a life for himself, and his career has provided him with a secure retirement and an amicable relationship with his ex-wife and daughter, who now has a family of her own. But when he is presented with a mysterious legacy, he is forced to revise his estimation of his own nature and place in the world.
Download or read book Breathing Room written by Elayne Savage and published by Open Road Media. This book was released on 2016-04-19 with total page 335 pages. Available in PDF, EPUB and Kindle. Book excerpt: Is resentment eating away at your relationship? Are you tired of hurt feelings and misunderstandings? Would you like to rebuild connection and intimacy? Breathing Room provides practical tips to improve all relationships: —Balance your needs —Improve communication, teamwork, and trust —Bounce back from disappointments, hurt, and differences Breathing Room gives you the tools to take your relationship skills to a new level!
Book Synopsis Bullying and Emotional Abuse in the Workplace by : Stale Einarsen
Download or read book Bullying and Emotional Abuse in the Workplace written by Stale Einarsen and published by CRC Press. This book was released on 2002-10-03 with total page 439 pages. Available in PDF, EPUB and Kindle. Book excerpt: Over the last decade or so research into bullying, emotional abuse and harassment at work, as distinct from harassment based on sex or race and primarily of a non-physical nature, has emerged as a new field of study. Two main academic streams have emerged: a European tradition applying the concept of 'mobbing' or 'bullying' and the American traditi
