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
Open accessAbstract
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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“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
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Perceived organizational support: a meta-analytic evaluation of organizational support theory.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017) · Journal of Management · doi:10.1177/0149206315575554 · Cited by 2,354
Self-citationAbusive supervision: A meta-analysis and empirical review
Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017) · Journal of Management · doi:10.1177/0149206315573997 · Cited by 706
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Perceived Organizational Support: Why Caring About Employees Counts
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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)
- Venue
- Journal of Applied Psychology
- Published
- 2013-01
- Volume
- 98
- Issue
- 1
- Pages
- 158-168
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- 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 › 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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