A bibliometric review of abusive supervision

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2025-04-05 DOI:10.1016/j.hrmr.2025.101091

Chao Liu , Li Zhu , Yiwei Yuan , Xingwen Chen , Jun Liu

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引用次数: 0

Abstract

We conduct a bibliometric analysis of abusive supervision as a valuable supplement to prior quantitative and qualitative reviews. Based on studies published between 2000 and 2023 in the Web of Science database, we identify major patterns in the evolution of the field, intellectual structure, and research trends through historiography, co-citation, and co-occurrence analyses. A dominant paradigm emerges, focusing on the antecedents, outcomes, and mechanisms of abusive supervision. Additionally, we highlight key seminal works shaping the abusive supervision domain and explore its connections to various leadership constructs. Building on these findings, we propose a framework and future research agenda that highlights the need for conceptual rethinking, exploration of extended topics, development of coping matrices, integrated investigation of abusive supervision outcomes, and consideration of a social network perspective. This study provides a comprehensive understanding of the abusive supervision field, its evolution over time, and its future directions.

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.