Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor’s organizational embodiment

Shoss, Mindy K.; Eisenberger, Robert; Restubog, Simon Lloyd D.; Zagenczyk, Thomas J.

doi:10.1037/a0030687

Cited by 368Workplace Violence and BullyingJob Satisfaction and Organizational BehaviorEmployee Performance and Management

Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor’s organizational embodiment

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Shoss, Mindy K., Eisenberger, Robert, Restubog, Simon Lloyd D., Zagenczyk, Thomas J.·2013·Journal of Applied Psychology

DOI 10.1037/a0030687

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Abstract

Why do employees who experience abusive supervision retaliate against the organization? We apply organizational support theory to propose that employees hold the organization partly responsible for abusive supervision. Depending on the extent to which employees identify the supervisor with the organization (i.e., supervisor's organizational embodiment), we expected abusive supervision to be associated with low perceived organizational support (POS) and consequently with retribution against the organization. Across 3 samples, we found that abusive supervision was associated with decreased POS as moderated by supervisor's organizational embodiment. In turn, reduced POS was related to heightened counterproductive work behavior directed against the organization and lowered in-role and extra-role performance. These findings suggest that employees partly attribute abusive supervision to negative valuation by the organization and, consequently, behave negatively toward and withhold positive contributions to it.

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Observer attributions are a predictor of third-party deviance.
“Following a similar approach, we argue that observer attributions are a predictor of third-party deviance.”
From Blame or Justification: A Conceptual Model of How Attributions Shape Observers’ Deviant Responses to Abusive Supervision (2026) · cites this paper as Shoss et al., 2013
The General Discussion (page unavailable) links employees’ blame of the organization to their own counterproductive behavior, but says the study did not directly ask employees about blame attributions. It does not establish that observers’ attributions predict third-party deviance; its findings concern employees who experienced abusive supervision and their organization-directed behavior. (LLM, conf=0.82)
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Authors: Shoss, M. K., Eisenberger, R., Restubog, S. L. D., & Zagenczyk, T. J.
Affiliations: Saint Louis University (US)
University of Houston (US)
Australian National University (AU)
Clemson University (US)
ORCID: Shoss, Mindy K.
Eisenberger, Robert
Restubog, Simon Lloyd D.
Zagenczyk, Thomas J.
Venue: Journal of Applied Psychology
Publisher: American Psychological Association (APA)
Published: 2013-01
Volume: 98
Issue: 1
Pages: 158-168
ISSN: 0021-9010 (ISSN-L)
1939-1854
DOI: 10.1037/a0030687
OpenAlex: W1996054797
Cited by: 368
References: 63
Citations by year: 2026: 17 · 2025: 19 · 2024: 26 · 2023: 31 · 2022: 38 · 2021: 39 · 2020: 36 · 2019: 41 · 2018: 31 · 2017: 24 · 2016: 20 · 2015: 25 · 2014: 13 · 2013: 8
FWCI: 48.53
Type: journal article
Language: en
Open access: green
hdl.handle.net
Locations: Journal of Applied Psychology (publishedVersion)
PubMed (publishedVersion)
ANU Open Research (Australian National University) (submittedVersion)
Research Bank (Australian Catholic University) (submittedVersion)
Funders: Australian Research Council (DP1094023)
Australian National University
Clemson University
Topics: Social Sciences › Sociology and Political Science › Workplace Violence and Bullying
Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
Keywords: abusive supervision, perceived organizational support, counterproductive work behavior, employee performance, organizational support theory
MeSH terms: Adult, Aggression, Female, Humans, Leadership, Male, Organizational Objectives, Personnel Loyalty, Personnel Management, Social Perception, Social Support, Organizational Culture, Workplace

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Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor’s organizational embodiment

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