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Supervisor transgressions: a thematic analysis

Published on Feb 25, 2014in Leadership & Organization Development Journal1.46
· DOI :10.1108/LODJ-03-2012-0041
Tessa E. Basford6
Estimated H-index: 6
(GW: George Washington University)
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Abstract
Purpose – Despite the harmful impact of supervisor transgressions, they have received little empirical attention. The purpose of this paper is to addresses this important gap, examining the nature of transgressions committed at work by supervisors against subordinates. Design/methodology/approach – A critical incident technique was employed in which employees described a transgression committed by their supervisor. Qualitative responses were then analyzed, resulting in the emergence of supervisor transgression themes. Findings – In total, 11 themes emerged, including: performance criticisms, demeaning insults, false accusations, undue demands, unfair employment decisions, inconsiderate treatment, inequitable behavior, inappropriate contextual selections, disregard of opinions, undersupplied resources, and underprovided recognition. Research limitations/implications – While this approach is not without limitations, including the potential for participant memory error and researcher analytical bias, it offe...
  • References (28)
  • Citations (7)
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References28
Newest
Published on Jan 4, 2016
V. Srinivasan Rao8
Estimated H-index: 8
(UTSA: University of Texas at San Antonio),
Sang Jun Lee1
Estimated H-index: 1
(UTSA: University of Texas at San Antonio)
Much has been said about the need for trust, and much has been implied about the consequences of violating trust. There is little empirical evidence of the consequences of trust violation, with the recent exception of Pavlou and Gefen [40]. In this article, we provide a theoretical framework for the study of responses to trust violation. Within this framework, we have outlined five models, each focusing on a different dependent variable. The models also indicate some important covariates that ne...
Published on Jun 1, 2012in Personnel Psychology6.93
Riki Takeuchi27
Estimated H-index: 27
(HKUST: Hong Kong University of Science and Technology),
Zhijun Chen7
Estimated H-index: 7
(SUFE: Shanghai University of Finance and Economics),
Siu Yin Cheung5
Estimated H-index: 5
(Hong Kong Baptist University)
Drawing on uncertainty management theory, this study integrates justice research with the elaboration likelihood model and considers employee voice behavior as a function of 3 (interpersonal, procedural, and distributive) facets of justice perceptions in combination. Specifically, a positive relationship is hypothesized between interpersonal justice and employee voice behavior, which is buffered by high procedural justice. This 2-way interaction effect is also examined to determine whether it wo...
Published on May 1, 2012in Journal of Leadership & Organizational Studies1.60
Tessa E. Basford6
Estimated H-index: 6
(GW: George Washington University),
Lynn R. Offermann18
Estimated H-index: 18
(GW: George Washington University),
Philip W. Wirtz19
Estimated H-index: 19
(GW: George Washington University)
Researchers and practitioners have devoted little attention to the impact of different sources of leadership support on follower outcomes. The present study is the first to examine the relationship between two levels of leadership support—immediate supervisors and senior management—on follower motivation and intent to stay. Although positively related, support from each level exerted an independent, positive influence on follower motivation and intent to stay, with senior management support show...
Published on May 1, 2012in Journal of Business Ethics3.80
Hsin-Hua Hsiung1
Estimated H-index: 1
(NDHU: National Dong Hwa University)
This study investigates the psychological process of how authentic leadership affects employee voice behaviors. The theoretical model of this study proposes that employee positive mood and leader–member exchange (LMX) quality mediate the relationship between authentic leadership and voice behavior, while the procedural justice climate moderates the mediation effects of positive mood and LMX quality. Multi-level data from 70 workgroups of a real estate agent company in Taiwan support all hypothes...
Published on Nov 1, 2011in Advances in Developing Human Resources
Thomas G. Reio21
Estimated H-index: 21
(FIU: Florida International University),
Joanne Sanders-Reio6
Estimated H-index: 6
(FIU: Florida International University)
The Problem.This study investigated the frequency with which employees (N = 272) in a computer sciences company in the United States were the target of supervisor and coworker incivility as well as the link between this incivility and worker engagement. Participants completed a paper-and-pencil survey consisting of the Workplace Engagement Scale (Shuck) and modified versions of the Workplace Incivility Scale (Cortina, Magley, Williams, & Langhout).The Solution.Results indicated that 78% of the p...
Published on Sep 1, 2011in Behavior Research Methods4.06
Tara S. Behrend13
Estimated H-index: 13
(GW: George Washington University),
David Sharek6
Estimated H-index: 6
(NCSU: North Carolina State University)
+ 1 AuthorsEric N. Wiebe23
Estimated H-index: 23
(NCSU: North Carolina State University)
Online contract labor portals (i.e., crowdsourcing) have recently emerged as attractive alternatives to university participant pools for the purposes of collecting survey data for behavioral research. However, prior research has not provided a thorough examination of crowdsourced data for organizational psychology research. We found that, as compared with a traditional university participant pool, crowdsourcing respondents were older, were more ethnically diverse, and had more work experience. A...
Published on Apr 1, 2011in Journal of Business Ethics3.80
Andranik Tumasjan14
Estimated H-index: 14
(TUM: Technische Universität München),
Maria Strobel7
Estimated H-index: 7
(TUM: Technische Universität München),
Isabell M. Welpe22
Estimated H-index: 22
(TUM: Technische Universität München)
In light of continuing corporate scandals, the study of ethical leadership remains an important area of research which helps to understand the antecedents and consequences of ethical behavior in organizations. The present study investigates how social distance influences ethical leadership evaluations, and how in turn ethical leadership evaluations affect leader–member exchange (LMX) after a leader’s moral transgression. Based on construal level theory, we propose that higher social distance wil...
Published on Apr 1, 2011in Leadership Quarterly5.63
Samuel Todd Hunter24
Estimated H-index: 24
(PSU: Pennsylvania State University),
Brian W. Tate4
Estimated H-index: 4
(PSU: Pennsylvania State University)
+ 1 AuthorsKatrina E. Bedell-Avers10
Estimated H-index: 10
(OU: University of Oklahoma)
Abstract Errors make up a substantial portion of the fabric of leadership, yet we know very little about how and why they occur. Using Fleishman et al.'s (1991) behavioral taxonomy as a foundation, we offer a multilevel theoretical framework for understanding the causes of leader error — discussing leader, group and organization level influences. The results of the effort reveal several key themes, including the negative impact of timeframe, complex influence of expertise, causes of rigidity in ...
Published on Jan 1, 2011in Journal of Applied Psychology5.07
Debra L. Shapiro40
Estimated H-index: 40
(UMD: University of Maryland, College Park),
Alan D. Boss9
Estimated H-index: 9
(UW: University of Washington)
+ 2 AuthorsMary Ann Von Glinow27
Estimated H-index: 27
(FIU: Florida International University)
Using Hollander's (1958) idiosyncrasy credit theory of leadership as the theoretical backdrop, we examined when and why organizational leaders escape punitive evaluation for their organizational transgressions. In a sample of 162 full-time employees, we found that leaders who were perceived to be more able and inspirationally motivating were less punitively evaluated by employees for leader transgressions. These effects were mediated by the leaders' LMX (leader-member exchange) with their employ...
Published on Sep 1, 2010in Journal of Business Ethics3.80
Steffen R. Giessner17
Estimated H-index: 17
(EUR: Erasmus University Rotterdam),
Niels Van Quaquebeke18
Estimated H-index: 18
(EUR: Erasmus University Rotterdam)
To describe leadership as ethical is largely a perceptional phenomenon informed by beliefs about what is normatively appropriate. Yet there is a remarkable scarcity in the leadership literature regarding how to define what is “normatively appropriate.” To shed light on this issue, we draw upon Relational Models Theory (Fiske, 1992, Psychol Rev, 99:689–723), which differentiates between four types of relationships: communal sharing, authority ranking, equality matching, and market pricing. We des...
Cited By7
Newest
Published on Feb 11, 2019in Leadership & Organization Development Journal1.46
Melrona Kirrane4
Estimated H-index: 4
(DCU: Dublin City University),
Steven Kilroy , C. O’Connor2
Estimated H-index: 2
(UCD: University College Dublin)
Purpose Managers exert considerable effort to foster employee engagement given its positive organisational consequences. However abusive supervision, not uncommon in the organisational context, is said to damage hard-won gains in this arena. The purpose of this paper is to explore how the deleterious effects of abusive supervision on engagement can be attenuated. Specifically, the paper examines the moderating role of team psychological empowerment (TPE) in the negative relationship between abus...
Published on Jan 1, 2019
Bilal Afsar8
Estimated H-index: 8
(HU: Hazara University),
Asad Shahjehan5
Estimated H-index: 5
(HU: Hazara University)
+ 3 AuthorsShakir Hafeez3
Estimated H-index: 3
(CUI: COMSATS Institute of Information Technology)
Published on Jun 5, 2018in Howard Journal of Communications
Jean-Claude B Teboul (DePaul University), Kay Yoon (UCCS: University of Colorado Colorado Springs)
ABSTRACTForeign language minorities are a ubiquitous part of the 21st century workforce, yet they are underrepresented in the diversity management literature. What little is known about workplace foreign language use tends to emphasize nonnatives’ challenging experiences. This research investigates whether natives' experiences with and reactions to foreign languages further elucidate the workplace integration difficulties nonnatives face. Drawing on social identity theory and communication accom...
Published on Jan 1, 2017
Drawing upon theories from both the leadership and forgiveness domains, the overarching aim of this thesis was to answer a fundamental question. Namely, how and when does forgiveness unfold in Leader-Member Exchange (LMX) relationships and what are its outcomes? Even though it has been suggested that generic relationship knowledge from close relationship science can inform the understanding of LMX relationship maintenance, surprisingly little theoretical or empirical studies have addressed this ...
Published on Feb 1, 2017in Leadership Quarterly5.63
Ksenia O. Krylova2
Estimated H-index: 2
(UH: University of Houston),
Phillip M. Jolly1
Estimated H-index: 1
(UH: University of Houston),
James S. Phillips16
Estimated H-index: 16
(UH: University of Houston)
Abstract This paper reviews the state of knowledge about integrity-based transgressions with an emphasis on the leader-follower relationship. Our review highlighted many important contributions of this literature, but, it revealed several limitations that should be addressed within a followership paradigm. We then synthesized the integrity and trust literatures with a targeted review of moral experimental philosophy. Cushman's (2008) dual process model suggests that because followers simultaneou...
Published on Jan 1, 2016
Michael D. Izard-Carroll (Walden University)
Public Sector Leaders’ Strategies to Improve Employee Retention by Michael D. Izard-Carroll BA, Canisius College, 2003 MBA, Canisius College, 2005 MA, University at Buffalo, 2008 Certificate in Project Management, University at Buffalo, 2010 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2016 Abstract The U.S. Department of Labor and Statistics consistently reports significant employee turnover in th...
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