Unraveling the dynamics: exploring the nexus between abusive supervision, counterproductive work behaviors and the moderating influence of mindfulness

IF 3.1 4区 管理学 Q2 MANAGEMENT
Ana Junça Silva, Clara Encarnação
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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.

揭示动态关系:探索滥用监督、适得其反的工作行为与正念的调节作用之间的关系
目的根据情感事件理论,本研究将辱骂性监督概念化为一种微观情感事件,并测试了一种多层次调节中介理论,该理论认为来自上司的辱骂行为会引发负面情感反应,反过来又会提高工作行为(人际行为和组织行为)适得其反的可能性。我们进一步提出,正念将影响员工对上司辱骂行为的反应。研究结果多层次的研究结果表明,辱骂行为会引发负面情绪,而这反过来又会促进两种形式的适得其反的工作行为。人际反工作行为的间接效应受到正念的调节,正念得分较低者(相对于正念得分较高者)的间接效应更强。正念作为调节因素的研究为管理学做出了重要贡献,它为帮助员工有效管理涉及上司辱骂行为的微观事件提供了实用策略。因此,这些研究结果可为制定有研究支持的策略提供信息,这些策略旨在减轻上司虐待行为对员工情感和行为造成的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
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
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