The DOI matches its Crossref record; 75 of the 77 references it cites were found in a registry or an index.
Antecedents and outcomes of abusive supervision: Test of a trickle-down model.
Abstract
The authors examined antecedents of abusive supervision and the relative importance of interactional and procedural justice as mediators of the relationship between abusive supervision and the work outcomes of affective organizational commitment and individual- and organization-directed citizenship behaviors. Data were obtained from subordinate-supervisor dyads from a telecommunication company located in southeastern China. Results of moderated regression analysis revealed that authoritarian leadership style moderated the relationship between supervisors' perceptions of interactional justice and abusive supervision such that the relationship was stronger for supervisors high rather than low in authoritarian leadership style. In addition, results of structural equation modeling analysis revealed that subordinates' perceptions of interactional but not procedural justice fully mediated the relationship between abusive supervision and the work outcomes. Implications for future investigations of abusive supervision are discussed.
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“Abusive supervision has also been linked to lower follower job performance, both with respect to reduced core task performance as well as reduced organizational citizenship behavior (Zellars et al., 2002; Aryee et al., 2007; Harris et al., 2007; Tepper, 2007; Xu et al., 2012; Schyns and Schilling, 2013).”
From Narcissistic Leaders and Their Victims: Followers Low on Self-Esteem and Low on Core Self-Evaluations Suffer Most (2018) · cites this paper as Aryee et al., 2007
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Social Exchange Theory: A Critical Review with Theoretical Remedies
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017) · Academy of Management Annals · doi:10.5465/annals.2015.0099 · Cited by 2,545
Abusive Supervision in Work Organizations: Review, Synthesis, and Research Agenda
Tepper, B. J. (2007) · Journal of Management · doi:10.1177/0149206307300812 · Cited by 1,698
How low does ethical leadership flow? Test of a trickle-down model
Mayer, D. M., Kuenzi, M., Greenbaum, R., Bardes, M., & Salvador, R. (. (2009) · Organizational Behavior and Human Decision Processes · doi:10.1016/j.obhdp.2008.04.002 · Cited by 1,598
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013) · Journal of Applied Psychology · doi:10.1037/a0031757 · Cited by 1,462
How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes
Schyns, B., & Schilling, J. (2013) · The Leadership Quarterly · doi:10.1016/j.leaqua.2012.09.001 · Cited by 1,245
Metadata
- Authors
- Aryee, S., Chen, Z. X., Sun, L.-Y., & Debrah, Y. A.
- Affiliations
- Hong Kong Baptist University (HK)
- Australian National University (AU)
- Macau University of Science and Technology (MO)
- Brunel University of London (GB)
- Venue
- Journal of Applied Psychology
- Published
- 2007-01
- Volume
- 92
- Issue
- 1
- Pages
- 191-201
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2067939158
- Cited by
- 914
- References
- 77
- Citations by year
- 2026: 21 · 2025: 48 · 2024: 39 · 2023: 54 · 2022: 74 · 2021: 71 · 2020: 69 · 2019: 61 · 2018: 69 · 2017: 49 · 2016: 64 · 2015: 50 · 2014: 50 · 2013: 60 · 2012: 51
- FWCI
- 37.47
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Applied Psychology (publishedVersion)
- PubMed (publishedVersion)
- Research Portal (King's College London) (submittedVersion)
- ANU Open Research (Australian National University) (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Workplace Violence and Bullying
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Management
- Keywords
- abusive supervision, interactional justice, procedural justice, authoritarian leadership, affective commitment, organizational citizenship behavior, mediation
- MeSH terms
- Authoritarianism, Employment, Female, Humans, Leadership, Male, Personnel Management, Surveys and Questionnaires, Social Behavior, Social Justice, Organizational Culture
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