{"title":"Unraveling the dynamics: exploring the nexus between abusive supervision, counterproductive work behaviors and the moderating influence of mindfulness","authors":"Ana Junça Silva, Clara Encarnação","doi":"10.1108/jmp-01-2024-0058","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>Relying on the affective events theory, this study conceptualizes abusive supervision as a micro-affective event and tests a multilevel moderated mediation arguing that abusive behaviors from the supervisor trigger negative affective reactions that, in turn, will enhance the likelihood of counterproductive work behaviors (interpersonal and organizational). We further propose that mindfulness will shape how employees react to abusive behaviors from supervisors.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>A daily diary study conducted for five consecutive days was developed with Portuguese working adults (<em>N</em> = 176*5 = 880).</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>The multilevel findings showed that abusive behaviors triggered negative affect and this, in turn, promoted both forms of counterproductive work behaviors. The indirect effect regarding interpersonal counterproductive work behavior was moderated by mindfulness in such a way that the indirect effect was stronger for those who scored lower on mindfulness (versus higher levels). The indirect effect on organizational counterproductive work behavior was not significantly moderated by mindfulness.</p><!--/ Abstract__block -->\n<h3>Practical implications</h3>\n<p>The examination of mindfulness as a moderating factor contributes significantly to management by delineating practical strategies to assist employees in effectively managing micro-events involving abusive behaviors from supervisors. Consequently, these findings may inform the development of research-backed strategies aimed at mitigating the affective and behavioral repercussions of an abusive supervisor.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>The inclusion of mindfulness in the model is an added value.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"2010 1","pages":""},"PeriodicalIF":3.1000,"publicationDate":"2024-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Managerial Psychology","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1108/jmp-01-2024-0058","RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
Purpose
Relying on the affective events theory, this study conceptualizes abusive supervision as a micro-affective event and tests a multilevel moderated mediation arguing that abusive behaviors from the supervisor trigger negative affective reactions that, in turn, will enhance the likelihood of counterproductive work behaviors (interpersonal and organizational). We further propose that mindfulness will shape how employees react to abusive behaviors from supervisors.
Design/methodology/approach
A daily diary study conducted for five consecutive days was developed with Portuguese working adults (N = 176*5 = 880).
Findings
The multilevel findings showed that abusive behaviors triggered negative affect and this, in turn, promoted both forms of counterproductive work behaviors. The indirect effect regarding interpersonal counterproductive work behavior was moderated by mindfulness in such a way that the indirect effect was stronger for those who scored lower on mindfulness (versus higher levels). The indirect effect on organizational counterproductive work behavior was not significantly moderated by mindfulness.
Practical implications
The examination of mindfulness as a moderating factor contributes significantly to management by delineating practical strategies to assist employees in effectively managing micro-events involving abusive behaviors from supervisors. Consequently, these findings may inform the development of research-backed strategies aimed at mitigating the affective and behavioral repercussions of an abusive supervisor.
Originality/value
The inclusion of mindfulness in the model is an added value.
期刊介绍:
■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures