Forgiveness and attribution: when abusive supervision enhances performance
| Autor: | Jun Yang, Yonghong Liu, Madelynn Stackhouse, Wei Wang |
|---|---|
| Rok vydání: | 2020 |
| Předmět: |
Value (ethics)
Organizational Behavior and Human Resource Management Forgiveness Social Psychology Abusive supervision media_common.quotation_subject 05 social sciences 050109 social psychology Management Science and Operations Research Structural equation modeling Moderated mediation Job performance 0502 economics and business Personality 0501 psychology and cognitive sciences Psychology Attribution Social psychology 050203 business & management Applied Psychology media_common |
| Zdroj: | Journal of Managerial Psychology. 35:575-587 |
| ISSN: | 0268-3946 |
| Popis: | PurposeWhile much research shows that abusive supervision reduces employee performance, the purpose of this study is to reverse the lens to question how and under what circumstances abusive supervision leads to enhanced employee performance. The authors argue that the linkages between abusive supervision and employee performance occurs via performance-promotion attributions and that employee levels of dispositional forgiveness alter the relationship between abusive supervision and employee interpretations of abuse, such that more forgiving individuals interpret abuse as more benign behavior designed to help them perform better (i.e. are performance promoting).Design/methodology/approachIn a three-wave field survey of 318 employees matched with 89 supervisors, employees completed measures of dispositional forgiveness (Time 1) abusive supervision (Time 1), and performance-promotion attributions of abusive supervision's motives (Time 2). Supervisors rated the job performance of their employees (Time 3). Multilevel structural equation modeling was employed to test a multilevel moderated mediation model.FindingsThe findings indicate abusive supervision predicts diminished employee performance only when employees are low in dispositional forgiveness, explained by lowered performance-promotion attributions for abusive supervision.Originality/valueThis study is the first to explore the mechanism (i.e. attribution of abusive supervision's motives to be performance-promoting) and the condition (i.e. employee's high forgiveness) under which abusive supervision may be performance enhancing. It extends the research of abusive supervision on employees' constructive reactions, as well as the effect of dispositional forgiveness on how it reframes employees' attributions of workplace mistreatment. |
| Databáze: | OpenAIRE |
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