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

The DOI matches its Crossref record; 62 of the 63 references it cites were found in a registry or an index.

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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  1. Aquino, K., Lewis, M. U., & Bradfield, M. (1999). Justice constructs, negative affectivity, and employee deviance: A proposed model and empirical test. Journal of Organizational Behavior, 20, 1073-1091. doi:10.1002/(SICI)1099-1379(199912)20:7Ͻ1073::AID-JOB943Ͼ3.0 .CO;2-7 · DOI
  2. Fox, S., & Spector, P. (1999). A model of work frustration-aggression. Journal of Organizational Behavior, 20, 915-931. doi:10.1002/ (SICI)1099-1379(199911)20:6Ͻ915::AID-JOB918Ͼ3.0.CO;2-6
  3. Gonzalez-Morales, G., Kernan, M., Becker, T. E., & Eisenberger, R. (2012, April). Supervisory training to increase employee perceptions of sup- port. Poster presented at the Society for Industrial and Organizational Psychology annual conference, San Diego, California.

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Metadata

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
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
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 › 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 › Job Satisfaction and Organizational Behavior
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › 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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