| Autor: |
Yoon S; Department of Management, Mays Business School, Texas A&M University., Koopman J; Department of Management, Mays Business School, Texas A&M University., Dimotakis N; Department of Management and Marketing, Oklahoma State University., Simon LS; Department of Management, University of Arkansas., Liang LH; Lazaridis School of Business and Economics, Wilfrid Laurier University., Ni D; School of Business, Sun Yat-sen University., Zheng X; Department of Leadership and Organization Management, Tsinghua University., Fu SQ; Department of Management, Colorado State University., Lee YE; Department of Organizational Behavior and Human Resources, Florida State University., Tang PM; Department of Management, University of Georgia., Ng CTS; Department of Human Resource Management, National Sun Yat-sen University., Bush JT; Department of Management, University of Central Florida., Darden TR; Department of Management, Towson University., Forrester JK; Department of Management, Mercer University., Tepper BJ; Department of Management and Human Resources, Ohio State University., Brown DJ; Department of Psychology, University of Waterloo. |
| Abstrakt: |
The literature on abusive supervision largely presumes that employees respond to abuse in a relatively straightforward way: When abuse is present, outcomes are unfavorable, and when abuse is absent, outcomes are favorable (or, at least less unfavorable). Yet despite the recognition that abusive supervision can vary over time, little consideration has been given to how past experiences of abuse may impact the ways employees react to it (or, its absence) in the present. This is a notable oversight, as it is widely acknowledged that past experiences create a context against which experiences in the present are compared. By applying a temporal lens to the experience of abusive supervision, we identify abusive supervision inconsistency as a phenomenon that may have different outcomes than would otherwise be predicted by the current consensus in this literature. We draw from theories on time and stress appraisal to develop a model that explains when, why, and for which employees, inconsistent abusive supervision may have negative outcomes (specifically, identifying anxiety as a proximal outcome of abusive supervision inconsistency that has downstream effects on turnover intentions). Moreover, the aforementioned theoretical perspectives dovetail in identifying employee workplace status as a moderator that may buffer employees from the stressful consequences of inconsistent abusive supervision. We test our model using two experience sampling studies with polynomial regression and response surface analyses. Our research makes important theoretical and practical contributions to the abusive supervision literature, as well as the literature on time. (PsycInfo Database Record (c) 2023 APA, all rights reserved). |
