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The Mediating Role of Perceptions of Abusive Supervision in the Relationship Between Personality and Aggression

Published on Nov 1, 2014in Journal of Leadership & Organizational Studies1.597
· DOI :10.1177/1548051813505859
Jeremy R. Brees6
Estimated H-index: 6
(University of Scranton),
Jeremy D. Mackey11
Estimated H-index: 11
(FSU: Florida State University)
+ 1 AuthorsPaul Harvey22
Estimated H-index: 22
(UNH: University of New Hampshire)
Sources
Abstract
This study examines whether subordinates’ perceptions of abusive supervision mediate the relationship between subordinate personality and aggression. Results from a cross-organizational sample of 411 working adults suggest that subordinates’ perceptions of abusive supervision account for some of the variance in the relationships between subordinate Agreeableness, Emotional Stability, Extraversion, and subordinate aggression. This study suggests that social-information processing and perceptions of control found within subordinates’ personality influences whether they are more or less likely to perceive supervisory abuse. Perceptions of supervisory abuse were associated with aggression.
  • References (66)
  • Citations (13)
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References66
Newest
#1Liu-Qin Yang (PSU: Portland State University)H-Index: 16
#2Russell E. Johnson (MSU: Michigan State University)H-Index: 36
Last. Shiyong Xu (RUC: Renmin University of China)H-Index: 1
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Purpose Following the job demands–resources model, this study investigated the role of self-identity, or how employees define themselves in relation to others, in the relations between interpersonal unfairness and counterproductive work behavior (CWB). Self-identity, an important self-regulatory and resource-related variable, was proposed to moderate the unfairness–CWB relations.
18 CitationsSource
#1Paul T. CostaH-Index: 111
#3Robert R. McCraeH-Index: 111
Last. Theodore M. DembroskiH-Index: 25
view all 3 authors...
15 CitationsSource
#1Tsung-Yu Wu (NTUST: National Taiwan University of Science and Technology)H-Index: 8
#2Changya Hu (National Chengchi University)H-Index: 15
We investigated the differential relationships between abusive supervision and two emotional labor strategies used by subordinates (surface acting and deep acting). Furthermore, we examined whether subordinates’ openness personality moderated the above relationships. Using the questionnaire survey method, we collected data from 210 employees in China. The results of hierarchical regression showed that abusive supervision related positively to surface acting (regulating facial expression) but neg...
24 CitationsSource
#1Mark J. Martinko (UQ: University of Queensland)H-Index: 32
#2David Sikora (California Polytechnic State University)H-Index: 7
Last. Paul Harvey (UNH: University of New Hampshire)H-Index: 22
view all 3 authors...
Prior abusive supervision research focuses on subordinates’ perceptions of abusive supervision. Recent research suggests that a variety of factors may be related to these perceptions, including subordinates’ self-esteem, personality traits, and negative affectivity, as well as supervisors’ perceptions of justice and breaches of psychological contracts. In this article, the authors propose and argue that a significant proportion of the variance in members’ perceptions of abuse by their leaders ca...
20 CitationsSource
#1Mark J. Martinko (FSU: Florida State University)H-Index: 32
#2Paul Harvey (UNH: University of New Hampshire)H-Index: 22
Last. Scott C. Douglas (UM: University of Montana)H-Index: 17
view all 4 authors...
Abstract Empirical work on the concept of abusive supervision typically employs measurements of subordinates' perceptions of abuse as the primary dependent variable. This study began with a test of the notion that a significant proportion of subordinates' perceptions of abuse can be explained by individual differences in subordinates' attribution styles and their perceptions of the quality of their Leader–Member Exchange (LMX) relationships. Results indicated that subordinates' hostile attributi...
67 CitationsSource
#1In-Sue Oh (VCU: Virginia Commonwealth University)H-Index: 1
#2Kibeom Lee (U of C: University of Calgary)H-Index: 44
Last. Reinout E. de Vries (VU: VU University Amsterdam)H-Index: 28
view all 4 authors...
Honesty-Humility, one of the six major personality dimensions included in the HEXACO model of personality structure, has previously been found to show negative correlations with workplace deviance. In this study, we hypothesised that Extraversion would moderate the relationship between Honesty-Humility and workplace deviance. In particular, we posited that the relation between Honesty-Humility and workplace deviance would be stronger among employees who are high on Extraversion than among those ...
36 CitationsSource
#1Bennett J. Tepper (GSU: Georgia State University)H-Index: 30
#2Sherry E. Moss (Wake Forest University)H-Index: 15
Last. Michelle K. Duffy (UMN: University of Minnesota)H-Index: 35
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The moral exclusion literature identifies three previously unexamined predictors of abusive supervision: supervisor perceptions of deep-level dissimilarity, relationship conflict, and subordinate performance. Invoking theory and research on workplace diversity, relationship conflict, and victim precipitation, we model the three predictors as associated with abusive supervision. Path-analytic tests using data collected from supervisor-subordinate dyads at two time points suggest that supervisor p...
204 CitationsSource
#1Paul E. Spector (USF: University of South Florida)H-Index: 83
Abstract The workplace literature relating personality to CWB is integrated with complimentary literatures from other disciplines including developmental and social psychology. The literature is reviewed showing how both broad-based personality dimensions reflected in integrity tests and measures of the five factor model, and specific personality traits relate to counterproductive work behavior (CWB). A model is developed showing how different personality variables shown to relate to aggression ...
81 CitationsSource
#1Stephanie E. Hastings (UWO: University of Western Ontario)H-Index: 3
#2Thomas A. O'Neill (UWO: University of Western Ontario)H-Index: 15
Certain “Big Five” factors of personality are theoretically and empirically related to workplace deviance. However, the Big Five are complex in that each is comprised of multiple facets. To advance theory on how personality relates to deviant behaviors, and to maximize the prediction afforded by personality variables, we investigated the relations between the Big Five and their constituent facets and workplace deviance. Usable data were collected from 198 participants with work experience. We fo...
53 CitationsSource
#1Tsung-Yu Wu (Soochow University (Taiwan))H-Index: 8
#2Changya Hu (National Chengchi University)H-Index: 15
The authors examined the relationship between subordinates’ core selfevaluations and supervisors’ abusive supervision. Furthermore, they examined whether subordinates’ perceived coworker support and subordinates’ susceptibility to emotional contagion moderated the relationship between supervisors’ abusive supervision and subordinates’ emotional exhaustion. They analyzed data from 290 subordinates who had immediate supervisors using hierarchal multiple regression. Results show that core self-eval...
159 CitationsSource
Cited By13
Newest
Meta-analysis is frequently combined with multiple regression or path analysis to examine how the Big Five/Five-Factor Model (FFM) personality traits relate to work outcomes. A common approach in such studies is to construct a synthetic correlation matrix by combining new meta-analyses of FFM-criterion correlations with previously published meta-analytic FFM intercorrelations. Many meta-analytic FFM intercorrelation matrices exist in the literature, with 3 matrices being frequently used in indus...
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#1Xiaofei Yan (Fourth Military Medical University)
#2Zhen Wang (RUC: Renmin University of China)
Last. Zhengxue Luo (Fourth Military Medical University)
view all 4 authors...
Integrating the social exchange theory and self-consistency theory, this study proposes that the perception of followers’ abusive supervision and work engagement mediate the association between core self-evaluations (CSE) and team identification. The sample consisted of 524 nurses of 79 health care teams. The results revealed that followers’ CSE were positively correlated with work engagement, team identification and negatively associated with the perception of followers’ abusive supervision. St...
Source
Source
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#1Qiangqiang Wang (SHNU: Shanghai Normal University)
#2Wendian Shi (SHNU: Shanghai Normal University)
view all 3 authors...
ABSTRACTPrevious studies have emphasized the effect of childhood emotional abuse on students’ aggressive behavior; however, few studies have examined the effects of personality and gender when stud...
Source
#1Hae Sang Park (Tulane University)H-Index: 2
#2Jenny M. Hoobler (University of Pretoria)H-Index: 20
Last. Morgan S. Wilson (Hope College)H-Index: 3
view all 6 authors...
In order to address the influence of unethical leader behaviors in the form of abusive supervision on subordinates’ retaliatory responses, we meta-analytically examined the impact of abusive supervision on subordinate deviance, inclusive of the role of justice and power distance. Specifically, we investigated the mediating role of supervisory- and organizationally focused justice and the moderating role of power distance as one model explaining why and when abusive supervision is related to subo...
3 CitationsSource
#1Mark J. Martinko (FAMU: Florida A&M University)H-Index: 4
#2Jeremy D. Mackey (AU: Auburn University)H-Index: 11
Source
#1Barbara Lopes (UC: University of Coimbra)H-Index: 3
#2Rusi Jaspal (DMU: De Montfort University)H-Index: 18
Last. Caroline Kamau (Birkbeck, University of London)H-Index: 6
view all 3 authors...
Two studies (a cross-sectional survey of 90 U.K. workers and an experiment with 100 U.K. workers) examined the cognitive and behavioral effects of abusive supervision. Both studies confirmed the hy...
1 CitationsSource
#1Gang Wang (FSU: Florida State University)H-Index: 10
#2Chad H. Van Iddekinge (FSU: Florida State University)H-Index: 22
Last. John D. BishoffH-Index: 2
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#1Lindsey M. Greco (OSU: Oklahoma State University–Stillwater)H-Index: 3
#2Jennifer A. Whitson (UCLA: University of California, Los Angeles)H-Index: 9
Last. Joongseo Kim (PSU: Pennsylvania State University)H-Index: 3
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