Keywords
Supervisor OCB
Guilt
Affective events theory
Coworker support
How to Cite
Abstract
Purpose – Drawing on affective events theory, this study positions role overload and supervisor frustration as antecedents of abusive supervision, leading to supervisor-led organizational citizenship behavior. In a mediated-moderationsed analysis, we question whether coworker support moderates the relationship between supervisor frustration and abusive supervision and whether guilt mediates between abusive supervision and supervisor-led OCB. Theoretical framework– This research study is inspired by the assumptions of affective events theory.
Design/methodology/approach – In a time-lagged survey, we collected data from 351 medical supervisors employed in private hospitals in Pakistan. The PROCESS macro is used to perform a mediated-moderation analysis. Furthermore, the research is analyzed based on structural equation modeling (SEM) proceduresusing the AMOS software, version 26.0.
Findings – The results demonstrate hat role overload predicts supervisor frustration, leading to abusive supervision. Moreover, when coworker support is high, the relationship between supervisor frustration and abusive supervision is weaker. Supervisor frustration and guilt mediate the path from role overload to supervisor frustration, abusive supervision,and supervisor OCB, respectively.
Practical & social implications of research– Organizational policymakers should consider role overload as an element that causes stress and frustration among medical supervisors, resulting in abusive behavior towards their subordinates. Thus, some normative measures might be appropriate to reduce abusive supervision in the healthcare sector. Socially, this study can help in combating frustration and aggression among working people,representing a significant proportion of Pakistani society.
Originality/value – The mediators, such as supervisor frustration and guilt, advance our understanding
of abusive supervision research.
Keywords: Abusive supervision, supervisor OCB, guilt, affective events theory, coworker support.
References
ABI AAD, A., ANDREWS, M. C., MAALOUF, J. T., KACMAR, K. M., & VALLE, M. (2021). Easing the multiplicative effects of abusive supervision. Leadership and Organization Development Journal, 42(6), 899-911. http://dx.doi.org/10.1108/LODJ-02-2021-0066.
AFSHAN, G., KASHIF, M., SATTAYAWAKSAKUL, D., CHEEWAPRAKOBKIT, P., & WIJENAYAKE, S. (2022). Abusive supervision, supervisor undermining, and turnover intentions: Mediation of quiescent silence and desire to seek revenge among Thai banking frontliners. Management Research Review, 45(11), 1479-1502. http://dx.doi.org/10.1108/MRR-03-2021-0240.
ALI, R., & KASHIF, M. (2020). The role of resonant leadership, workplace friendship and serving culture in
predicting organizational commitment: The mediating role of compassion at work. Revista Brasileira de Gestão de Negócios, 22(4), 799-819. http://dx.doi.org/10.7819/rbgn.v22i4.4085.
AMPOFO, E. T., & KARATEPE, O. M. (2022). The effect of abusive supervision on turnover intentions: On-the-job embeddedness versus traditional attitudinal constructs. Journal of Management & Organization, 1-18. http://dx.doi.org/10.1017/jmo.2022.80.
ANDERSON, J. C., & GERBING, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(103), 411-423. http://dx.doi.org/10.1037/0033-2909.103.3.411.
ARAIN, G. A., BUKHARI, S., KHAN, A. K., & HAMEED, I. (2020). The impact of abusive supervision on employees’ feedback avoidance and subsequent helpseeking behaviour: A moderated mediation model. Journal of Management & Organization, 26(5), 850-865. http://dx.doi.org/10.1017/jmo.2018.44.
ARSHAD, M., ABID, G., & TORRES, F. V. C. (2021). Impact of prosocial motivation on organizational citizenship behavior: The mediating role of ethical leadership and leader–member exchange. Quality & Quantity, 55(1), 133-150. http://dx.doi.org/10.1007/s11135-020-00997-5.
AVEY, J. B., WU, K., & HOLLEY, E. (2015). The influence of abusive supervision and job embeddedness on citizenship and deviance. Journal of Business Ethics, 129(3), 721-731. http://dx.doi.org/10.1007/s10551-014-2192-x.
BAGOZZI, R., YI, Y., & PHILLIPS, L. W. (1991). Assessing construct validity in organizational research. Administrative Science Quarterly, 36(34), 21-58.
BALLALIS, H. (2018). The rationale behind the need for organizational citizenship behavior and job satisfaction. Acta Et Commentationes, 13(2), 97-106.
BECKER, D. (2021). Feeling right about doing right, even if it was difficult? Emotional and behavioral consequences of conflict during ethical consumer decision‐making. Journal of Consumer Behaviour, 20(3), 817-826. http://dx.doi.org/10.1002/cb.1911.
BERKOWITZ, L. (1989). Frustration-aggression hypothesis: Examination and reformulation. Psychological
Bulletin, 106(1), 59-73. http://dx.doi.org/10.1037/0033-2909.106.1.59. PMid:2667009.
BERND, D. C., & BEUREN, I. M. (2021). Selfperceptions of organizational justice and burnout in attitudes and behaviors in the work of internal auditors. Revista Brasileira de Gestão de Negócios, 23(3), 422-422. http://dx.doi.org/10.7819/rbgn.v23i3.4110.
BOLINO, M. C., & TURNLEY, W. H. (2005). The personal costs of citizenship behavior: The relationship between individual initiative and role overload, job stress, and work-family conflict. The Journal of Applied Psychology, 90(4), 740-748. http://dx.doi.org/10.1037/0021-9010.90.4.740. PMid:16060790.
BORMANN, K. C., & GELLATLY, I. R. (2021). It’s only abusive if I care: The effect of organizational concern on abusive supervision, stress, and work behaviors. Journal of Personnel Psychology, 21(3), 125-136.
BRO, R., & SMILDE, A. K. (2014). Principal component analysis. Analytical Methods, 6(9), 2812-2831. http://dx.doi.org/10.1039/C3AY41907J.
CARPENTER, N. C., BERRY, C. M., & HOUSTON, L. (2014). A meta‐analytic comparison of self‐reported and other‐reported organizational citizenship behavior. Journal of Organizational Behavior, 35(4), 547-574. http://dx.doi.org/10.1002/job.1909.
CHEN, L., CHEN, M., ZHANG, H., & YAN, X.-M. (2021). Interrupting the crossover effect of leader’s role overload on employee’s negative affect: The moderating role of self-concordance goal. Journal of Managerial Psychology
CHEUNG, G. W., & LAU, R. S. (2008). Testing mediation and suppression effects of latent variables:
Bootstrapping with structural equation models. Organizational Research Methods, 11(2), 296-325. http://dx.doi.org/10.1177/1094428107300343.
COHEN, T. R., WOLF, S. T., PANTER, A. T., & INSKO, C. A. (2011). Introducing the GASP scale: A
new measure of guilt and shame proneness. Journal of Personality and Social Psychology, 100(5), 947-966. http://dx.doi.org/10.1037/a0022641. PMid:21517196.
CREARY, S. J., & GORDON, J. R. (2016). Role conflict, role overload, and role strain. In C. L. Shehan
(Ed.), Encyclopedia of family studies. Wiley. http://dx.doi.org/10.1002/9781119085621.wbefs012.
DE CLERCQ, D., AZEEM, M. U., HAQ, I. U., &
BOUCKENOOGHE, D. (2020). The stress-reducing effect of coworker support on turnover intentions: Moderation by political ineptness and despotic leadership. Journal of Business Research, 111, 12-24. http://dx.doi.org/10.1016/j.jbusres.2020.01.064.
DECKOP, J. R., CIRKA, C. C., & ANDERSSON, L. M. (2003). Doing unto others: The reciprocity of helping behavior in organizations. Journal of Business Ethics, 47(2), 101-113. http://dx.doi.org/10.1023/A:1026060419167.
EISSA, G., & LESTER, S. W. (2017). Supervisor role overload and frustration as antecedents of abusive supervision: The moderating role of supervisor personality. Journal of Organizational Behavior, 38(3), 307-326. http://dx.doi.org/10.1002/job.2123.
FENG, J., & WANG, C. (2019). Does abusive supervision always promote employees to hide knowledge? From both reactance and COR perspectives. Journal of Knowledge Management, 23(7), 1455-1474. http://dx.doi.org/10.1108/
JKM-12-2018-0737.AVEY, J. B., WU, K., & HOLLEY, E. (2015). The influence of abusive supervision and job embeddedness on citizenship and deviance. Journal of Business Ethics, 129(3), 721-731. http://dx.doi.org/10.1007/s10551-014-2192-x.
BAGOZZI, R., YI, Y., & PHILLIPS, L. W. (1991). Assessing construct validity in organizational research. Administrative Science Quarterly, 36(34), 21-58.
BALLALIS, H. (2018). The rationale behind the need for organizational citizenship behavior and job satisfaction. Acta Et Commentationes, 13(2), 97-106.
BECKER, D. (2021). Feeling right about doing right, even if it was difficult? Emotional and behavioral consequences of conflict during ethical consumer decision‐making.
Journal of Consumer Behaviour, 20(3), 817-826. http://dx.doi.org/10.1002/cb.1911.
BERKOWITZ, L. (1989). Frustration-aggression hypothesis: Examination and reformulation. Psychological Bulletin, 106(1), 59-73. http://dx.doi.org/10.1037/0033-2909.106.1.59. PMid:2667009.
BERND, D. C., & BEUREN, I. M. (2021). Selfperceptions of organizational justice and burnout in attitudes and behaviors in the work of internal auditors. Revista Brasileira de Gestão de Negócios, 23(3), 422-422. http://dx.doi.org/10.7819/rbgn.v23i3.4110.
BOLINO, M. C., & TURNLEY, W. H. (2005). The personal costs of citizenship behavior: The relationship between individual initiative and role overload, job stress, and work-family conflict. The Journal of Applied Psychology, 90(4), 740-748. http://dx.doi.org/10.1037/0021-9010.90.4.740. PMid:16060790.
BORMANN, K. C., & GELLATLY, I. R. (2021). It’s only abusive if I care: The effect of organizational concern on abusive supervision, stress, and work behaviors. Journal of Personnel Psychology, 21(3), 125-136.
BRO, R., & SMILDE, A. K. (2014). Principal component analysis. Analytical Methods, 6(9), 2812-2831. http://
dx.doi.org/10.1039/C3AY41907J.
CARPENTER, N. C., BERRY, C. M., & HOUSTON, L. (2014). A meta‐analytic comparison of self‐reported
and other‐reported organizational citizenship behavior. Journal of Organizational Behavior, 35(4), 547-574. http://dx.doi.org/10.1002/job.1909.
CHEN, L., CHEN, M., ZHANG, H., & YAN, X.-M. (2021). Interrupting the crossover effect of leader’s role overload on employee’s negative affect: The moderating role of self-concordance goal. Journal of Managerial Psychology
CHEUNG, G. W., & LAU, R. S. (2008). Testing mediation and suppression effects of latent variables: Bootstrapping with structural equation models. Organizational Research Methods, 11(2), 296-325. http://dx.doi.org/10.1177/1094428107300343.
COHEN, T. R., WOLF, S. T., PANTER, A. T., & INSKO, C. A. (2011). Introducing the GASP scale: A new measure of guilt and shame proneness. Journal of Personality and Social Psychology, 100(5), 947-966. http://dx.doi.org/10.1037/a0022641. PMid:21517196.
CREARY, S. J., & GORDON, J. R. (2016). Role conflict, role overload, and role strain. In C. L. Shehan
(Ed.), Encyclopedia of family studies. Wiley. http://dx.doi.org/10.1002/9781119085621.wbefs012.
DE CLERCQ, D., AZEEM, M. U., HAQ, I. U., & BOUCKENOOGHE, D. (2020). The stress-reducing effect of coworker support on turnover intentions: Moderation by political ineptness and despotic leadership. Journal of Business Research, 111, 12-24. http://dx.doi.org/10.1016/j.jbusres.2020.01.064.
DECKOP, J. R., CIRKA, C. C., & ANDERSSON, L. M. (2003). Doing unto others: The reciprocity of helping behavior in organizations. Journal of Business Ethics, 47(2), 101-113. http://dx.doi.org/10.1023/A:1026060419167.
EISSA, G., & LESTER, S. W. (2017). Supervisor role overload and frustration as antecedents of abusive supervision: The moderating role of supervisor personality. Journal of Organizational Behavior, 38(3), 307-326. http://dx.doi.org/10.1002/job.2123.
FENG, J., & WANG, C. (2019). Does abusive supervision always promote employees to hide knowledge? From both reactance and COR perspectives. Journal of Knowledge Management, 23(7), 1455-1474. http://dx.doi.org/10.1108/JKM-12-2018-0737.
FISCHER, T., TIAN, A. W., LEE, A., & HUGHES, D.
J. (2021). Abusive supervision: A systematic review and fundamental rethink. The Leadership Quarterly, 32(6), 101540. http://dx.doi.org/10.1016/j.leaqua.2021.101540.
FISHER, C. D., & ASHKANASY, N. M. (2000). The emerging role of emotions in work life: An introduction (Vol. 21). Wiley Online Library.
FORNELL, C., & LARCKER, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Sage Publications Sage CA.
HAIR, J., SARSTEDT, M., HOPKINS, L., & G. KUPPELWIESER, V. ((2014). Partial least squares structural equation modeling (PLS-SEM) An emerging tool in business research. European Business Review, 26(2),
-121. http://dx.doi.org/10.1108/EBR-10-2013-0128.
HAIR, J., SARSTEDT, M., RINGLE, C. M., & MENA, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(3), 414-433. http://dx.doi.org/10.1007/s11747-011-0261-6.
HALINSKI, M., & DUXBURY, L. (2022). When spouses contribute at home: The impact of spouse dependent care on role overload and stress in dual-earner couples. Community Work & Family. In press. http://dx.doi.org/10.1080/13668803.2022.2100242.
HAO, Q., WEI, K., & ZHANG, B. (2022). How to attenuate the effects of abusive supervision on knowledge hiding: The neutralizing roles of coworker support and individual characteristics. Journal of Knowledge Management, 26(7), 1807-1825. http://dx.doi.org/10.1108/JKM-02-2021-0167.
HAYES, A. F. (2017). Introduction to mediation, moderation, and conditional process analysis: A regression based approach. Guilford publications.
HOBFOLL, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. The American Psychologist, 44(3), 513-524. http://dx.doi.org/10.1037/0003-066X.44.3.513. PMid:2648906.
HU, L., & BENTLER, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1-55. http://dx.doi.org/10.1080/10705519909540118.
ILIES, R., PENG, A. C., SAVANI, K., & DIMOTAKIS, N. (2013). Guilty and helpful: An emotion-based reparatory model of voluntary work behavior. The Journal of Applied Psychology, 98(6), 1051-1059. http://dx.doi.org/10.1037/a0034162. PMid:24041120.
ISLAM, T., SHARIF, S., ALI, H. F., & JAMIL, S. (2022). Zooming into paternalistic leadership: Evidence from high power distance culture. European Journal of Management and Business Economics, 26(1), 1-21. http://dx.doi.org/10.1108/EJMBE-05-2021-0149.
KASHIF, M., GÜRCE, M. Y., TOSUN, P., & WIJENAYAKE, S. (2020). Supervisor and customer-driven stressors to predict silence and voice motives: Mediating and moderating roles of anger and self-control. Services Marketing Quarterly, 41(3), 273-286. http://dx.doi.org/10.1080/15332969.2020.1786247.
KASHIF, M., HANDOKO, I., & LAMICHHANE, R. (2022). Two cooks spoil the broth: Destructive outcomes
of supervisor and customer mistreatment in mediatingmoderating roles of anger and self-control in an Indonesian context. Employee Responsibilities and Rights Journal. In press. http://dx.doi.org/10.1007/s10672-022-09419-0.
KASHIF, M., PETROVSKAYA, I., SAMAD, S., &
WIJENAYAKE, S. (2021). Leaving in mascot of silence: Organizational determinants of employee turnover intentions in mediating and moderating roles of quiescent silence and coworker support in a Russian context. Central European Management Journal, 29(2), 121-146. http://dx.doi.org/10.7206/cemj.2658-0845.48.
KHAN, S. (2021). Do workplace contextual factors engender abusive supervision? Australian Journal of Management, 46(1), 132-150. http://dx.doi.org/10.1177/0312896219899435.
KIM, S. L., & YUN, S. (2015). The effect of coworker knowledge sharing on performance and its boundary conditions: An interactional perspective. The Journal of Applied Psychology, 100(2), 575-582. http://dx.doi.org/10.1037/a0037834. PMid:25198095.
KLINE, R. B. (2005). Principles and practice of structural equation modeling (2nd ed.). Guilford.
LIAO, Z., YAM, K. C., JOHNSON, R. E., LIU, W., & SONG, Z. (2018). Cleansing my abuse: A reparative response model of perpetrating abusive supervisor behavior. The Journal of Applied Psychology, 103(9), 1039-1056. http://dx.doi.org/10.1037/apl0000319. PMid:29722999.
LIN, S.-Y., CHEN, H.-C., & CHEN, I.-H. (2016). When perceived welfare practices lead to organizational citizenship behavior. Asia Pacific Management Review, 21(4), 204-212. http://dx.doi.org/10.1016/j.apmrv.2016.04.001.
MACKENZIE, S. B., PODSAKOFF, N. P., & PODSAKOFF, P. M. (2018). Individual and organizational-level. In P. M. Podsakoff, S. B. MacKenzie & N. P. Podsakoff (Eds.), The Oxford Handbook of organizational citizenship behavior. Oxford University Press.
MANNAN, A., & KASHIF, M. (2019). Being abused, dealt unfairly, and ethically conflicting? Quitting occupation in the lap of silence. Asia-Pacific Journal of Business Administration, 12(1), 22-39. http://dx.doi.org/10.1108/APJBA-01-2019-0013.
MAWRITZ, M. B., FOLGER, R., & LATHAM, G. P. (2014). Supervisors’ exceedingly difficult goals and abusive supervision: The mediating effects of hindrance stress, anger, and anxiety. Journal of Organizational Behavior, 35(3), 358-372. http://dx.doi.org/10.1002/job.1879.
MCCLEAN, S. T., COURTRIGHT, S. H., YIM, J., & SMITH, T. A. (2021). Making nice or faking nice? Exploring supervisors’ two‐faced response to their past abusive behavior. Personnel Psychology, 74(4), 693-719. http://dx.doi.org/10.1111/peps.12424.
MOIN, M. F., WEI, F., KHAN, A. N., ALI, A., & CHANG, S. C. (2021). Abusive supervision and job outcomes: A moderated mediation model. Journal of Organizational Change Management
MONTANI, F., & DAGENAIS-DESMARAIS, V. (2018). Unravelling the relationship between role overload and organizational citizenship behaviour: A test of mediating and moderating effects. European Management Journal, 36(6), 757-768. http://dx.doi.org/10.1016/j.emj.2018.03.001.
NAEEM, M., WENG, Q. D., ALI, A., & HAMEED, Z. (2019). An eye for an eye: Does subordinates’ negative workplace gossip lead to supervisor abuse? Personnel Review, 49(1), 284-302. http://dx.doi.org/10.1108/
PR-05-2018-0174.
NG, T. W., & SORENSEN, K. L. (2008). Toward a further understanding of the relationships between perceptions of support and work attitudes: A meta-analysis. Group & Organization Management, 33(3), 243-268. http://dx.doi.org/10.1177/1059601107313307.
NGUYEN, H., ASHKANASY, N. M., PARKER, S. L., & LI, Y. (2019). Abusive supervision dispersion: An affective events theory perspective. In Academy of Management Proceedings, 2019(1), 12330. Academy of Management. http://dx.doi.org/10.5465/AMBPP.2019.12330abstract.
O’BRIEN, R. M. (2007). A caution regarding rules of thumb for variance inflation factors. Quality & Quantity, 41(5), 673-690. http://dx.doi.org/10.1007/s11135-006-9018-6.
OCAMPO, L., ACEDILLO, V., BACUNADOR, A. M., BALO, C. C., LAGDAMEO, Y. J., & TUPA, N. S. (2018). A historical review of the development of organizational citizenship behavior (OCB) and its implications for the twenty-first century. Personnel Review, 47(4), 821-862. http://dx.doi.org/10.1108/PR-04-2017-0136.
ÖZKAN, A. H. (2022). Abusive supervision climate and turnover intention: Is it my coworkers or my supervisor ostracizing me? Journal of Nursing Management, 30(6), 1462-1469. http://dx.doi.org/10.1111/jonm.13398. PMid:34173999.
PETERS, L. H., & O’CONNOR, E. J. (1980). Situational constraints and work outcomes: The influences of a frequently overlooked construct. Academy of Management Review, 5(3), 391-397. http://dx.doi.org/10.2307/257114.
RAFIQUE, M. (2022). Supervisor role overload and emotional exhaustion as antecedents of supervisor incivility: The role of time consciousness. Journal of Management & Organization. In press. http://dx.doi.org/10.1017/jmo.2022.39.
RAVE, R., ITZCHAKOV, G., WEINSTEIN, N., & REIS, H. T. (2022). How to get through hard times: Principals’ listening buffers teachers’ stress on turnover intention and promotes organizational citizenship behavior.
Current Psychology (New Brunswick, N.J.). Ahead of print. http://dx.doi.org/10.1007/s12144-022-03529-6. PMid:35967509.
REYNOLDS KUENY, C. A., FRANCKA, E., SHOSS, M. K., HEADRICK, L., & ERB, K. (2020). Ripple effects of supervisor counterproductive work behavior directed at the organization: Using affective events theory to predict subordinates’ decisions to enact CWB. Human Performance, 33(5), 355-377. http://dx.doi.org/10.1080/08959285.2020.1791871.
RIZZO, J. R., HOUSE, R. J., & LIRTZMAN, S. I. (1970). Role conflict and ambiguity in complex organizations.
Administrative Science Quarterly, 15(2), 150-163. http://dx.doi.org/10.2307/2391486.
RODRIGUES, N., & REBELO, T. (2021). Unfolding the impact of trait emotional intelligence facets and coworker trust on task performance. Revista Brasileira de Gestão de Negócios, 23(3), 470-487. http://dx.doi.org/10.7819/rbgn.v23i3.4111.
SETTOON, R. P., & MOSSHOLDER, K. W. (2002). Relationship quality and relationship context as antecedents of person-and task-focused interpersonal citizenship behavior. The Journal of Applied Psychology, 87(2), 255-267. http://dx.doi.org/10.1037/0021-9010.87.2.255. PMid:12002954.
SHE, Z., LI, B., LI, Q., LONDON, M., & YANG, B. (2019). The double‐edged sword of coaching: Relationships
between managers’ coaching and their feelings of personal accomplishment and role overload. Human Resource Development Quarterly, 30(2), 245-266. http://dx.doi.org/10.1002/hrdq.21342.
SHEN, W., EVANS, R., LIANG, L. H., & BROWN, D. J. (2022). Bad, mad, or glad? Exploring the relationship between leaders’ appraisals or attributions of their use of abusive supervision and emotional reactions. Applied Psychology
SHI, X. C., GORDON, S., & ADLER, H. (2022). Challenging or hindering? Understanding the daily effects
of work stressors on hotel employees’ work engagement and job satisfaction. International Journal of Hospitality Management, 103, 103211. http://dx.doi.org/10.1016/j.ijhm.2022.103211.
SHULTZ, K. S., WANG, M., & OLSON, D. A. (2010). Role overload and underload in relation to occupational
stress and health. Stress and Health, 26(2), 99-111. http://dx.doi.org/10.1002/smi.1268.
SHUM, C., AUSAR, K., & TU, M.-H. (2020). When do abusive leaders experience guilt? International Journal of Contemporary Hospitality Management, 32(6), 2239-2256. http://dx.doi.org/10.1108/IJCHM-05-2019-0474.
SPECTOR, P. E., & FOX, S. (2002). An emotioncentered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource
Management Review, 12(2), 269-292. http://dx.doi.org/10.1016/S1053-4822(02)00049-9.
TANGNEY, J. P. (1990). Assessing individual differences in proneness to shame and guilt: Development of the self-conscious affect and attribution inventory. Journal of Personality and Social Psychology, 59(1), 102-111. http://dx.doi.org/10.1037/0022-3514.59.1.102.
TANGNEY, J. P., STUEWIG, J., & MASHEK, D. J. (2007). Moral emotions and moral behavior. Annual Review of Psychology, 58(1), 345-372. http://dx.doi.org/10.1146/annurev.psych.56.091103.070145. PMid:16953797.
TEPPER, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190. http://dx.doi.org/10.2307/1556375.
TRIPATHI, D., SINGH, S., & VARMA, A. (2023). Perceptions of politics and organizational citizenship behavior: Political skill and conscientiousness as moderators. Journal of Asia Business Studies, 17(1), 170-184. http://dx.doi.org/10.1108/JABS-09-2021-0369.
WEISS, H. M., & CROPANZANO, R. (1996). Affective events theory. Research in Organizational Behavior, 18(1), 1-74.
WUTTAPHAN, N. (2022). Work behavior and organizational citizenship behavior of frontline workers during COVID-19 in Thailand. The Journal of Behavioral Science, 17(1), 58-71.
YIN, W., LIAO, S., OUYANG, X., AKHTAR, M. N., & ZHOU, X. (2021). I speak when boss Back up my family: Testing the moderated mediation model of family supportive supervisor behavior and employee voice. Current Psychology (New Brunswick, N.J.). In press. http://dx.doi.org/10.1007/s12144-021-02215-3.
ZHANG, J., & LIU, J. (2018). Is abusive supervision an absolute devil? Literature review and research agenda. Asia Pacific Journal of Management, 35(3), 719-744. http://dx.doi.org/10.1007/s10490-017-9551-y.
ZHANG, L., LIU, X., XU, S., YANG, L.-Q., & BEDNALL, T. C. (2019). Why abusive supervision impacts employee OCB and CWB: A meta-analytic review of competing mediating mechanisms. Journal of Management, 45(6), 2474-2497. http://dx.doi.org/10.1177/0149206318823935.
ZHANG, Y., & BEDNALL, T. C. (2016). Antecedents of abusive supervision: A meta-analytic review. Journal of
Business Ethics, 139(3), 455-471. http://dx.doi.org/10.1007/s10551-015-2657-6.
ZHANG, Z., ZHENG, S., LUCA PLETZER, J., DERKS, D., BREEVAART, K., & ZHANG, X. (2022). How to
cope with an abusive leader? Examinations of subordinates’ affective reactions, CWB-O and turnover intentions. Journal of Leadership & Organizational Studies, 29(4), 389-408. http://dx.doi.org/10.1177/15480518221097278.
If a paper is approved for publication, its copyright has to be transferred by the author(s) to the Review of Business Management – RBGN.
Accordingly, authors are REQUIRED to send RBGN a duly completed and signed Copyright Transfer Form. Please refer to the following template: [Copyright Transfer]
The conditions set out by the Copyright Transfer Form state that the Review of Business Management – RBGN owns, free of charge and permanently, the copyright of the papers it publishes. Although the authors are required to sign the Copyright Transfer Form, RBGN allows authors to hold and use their own copyright without restrictions.
The texts published by RBGN are the sole responsibility of their authors.
The review has adopted the CC-BY Creative Commons Attribution 4.0 allowing redistribution and reuse of papers on condition that the authorship is properly credited.