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Leadership And Its Impact On Supervision In The Hospitality Industry, Patricia Peprah, Williams Kwasi Peprah
Leadership And Its Impact On Supervision In The Hospitality Industry, Patricia Peprah, Williams Kwasi Peprah
Faculty Publications
The hospitality industry has a high human capital requirement that depends on leadership to provide supervision for the utmost customer satisfaction. Based on this, this research looks at the impact of leadership on supervision among hotels in Ghana. This research was a causal research design. It investigated the correlational effect of leadership on supervision in the hospitality industry in Ghana. Data obtained from Ghana Tourism Authority’s National Data 2020 on Tourism Human Resource put the employees of 3 to 5 stars hotels as the study population at 7,347. The researcher used a Raosoft sample size calculator to determine a sample …
Abusive Supervision Within The Military Ranks: A Qualitative Examination Of Positive Emotion-Focused Coping Strategies, Demetrius Mcdew
Abusive Supervision Within The Military Ranks: A Qualitative Examination Of Positive Emotion-Focused Coping Strategies, Demetrius Mcdew
Electronic Theses and Dissertations
In this study, the researcher examined abusive supervision coping by military members. Based on social exchange theory and the power and influence theory, the researcher investigated whether veterans perceived emotional coping (avoidance, support seeking, and reframing) as strategies that mitigated stress caused by abusive supervision while they were serving in their respective military departments. Past studies have not accounted for junior officers or enlisted members; therefore, the researcher studied this lower ranking tier of personnel and discovered that the hierarchy of the military system affected their reporting of and receiving assistance in dealing with abusive supervision. Therefore, affected service members …
Abusive Supervision, Leader-Member Exchange, And Creativity: A Multilevel Examination, Changqing He, Rongrong Teng, Liying Zhou, Valerie Lynette Wang, Jing Yuan
Abusive Supervision, Leader-Member Exchange, And Creativity: A Multilevel Examination, Changqing He, Rongrong Teng, Liying Zhou, Valerie Lynette Wang, Jing Yuan
Marketing Faculty Publications
Despite the growing attention on the topic of abusive supervision, how abusive supervision affects individual and team creativity have not yet been thoroughly investigated. Drawn from the perspective of leader-member exchange (LMX), the current study develops a multilevel model to describe the relationships between abusive supervision and creativity at both team and individual levels, with a focus on the roles played by team-level leader-member exchange (TLMX) and LMX differentiation (DLMX). Based on data collected from 319 team members and their team leaders in 71 teams, the results show that abusive supervision has a negative relationship with TLMX, a practice that …
Making Nice Or Faking Nice? Exploring Supervisors’ Two-Faced Response To Their Past Abusive Behavior, Shawn T. Mcclean, Stephen H. Courtright, Junhyok Yim, Troy A. Smith
Making Nice Or Faking Nice? Exploring Supervisors’ Two-Faced Response To Their Past Abusive Behavior, Shawn T. Mcclean, Stephen H. Courtright, Junhyok Yim, Troy A. Smith
Department of Management: Faculty Publications
Although extant research has shown that abusive supervision is a destructive and immoral form of leader behavior, theory provides conflicting perspectives on how supervisors respond to their own abusive behavior. We therefore draw upon and integrate moral cleansing theory and impression management and construction theory to explore whether and when supervisors engage in genuine reparations or impression management following episodes of abusive behavior. Results taken from a 3-week, experience sampling study of supervisors suggest support for the impression management path; following episodes of abusive behavior, supervisors higher on symbolized moral identity become more concerned with their image, and thus engage …
The Masks We Wear In The Workplace Masquerade: An Examination Of Antecedents Of Facades Of Conformity And The Impact Of Abusive Supervision, Kevin Sansberry Ii
The Masks We Wear In The Workplace Masquerade: An Examination Of Antecedents Of Facades Of Conformity And The Impact Of Abusive Supervision, Kevin Sansberry Ii
Dissertations
Years of research conducted into abusive supervision (Tepper, 2000) have provided a greater understanding of how abusive supervision impacts workers including various negative outcomes as well as employee coping mechanisms. One of the possible ways that an employee may respond to abusive supervision is feigning their agreement with organizational values. The literature is somewhat deficient, however, in examining the manifestation of these facades of conformity (Hewlin, 2003). In this study, the relationship between abusive supervision and facades of conformity was examined, as well as several moderators of this relationship. The results indicated that abusive supervision was positively and significantly related …
Failing To Be Family-Supportive: Implications For Supervisors, Benjamin M. Walsh
Failing To Be Family-Supportive: Implications For Supervisors, Benjamin M. Walsh
Peer Reviewed Articles
Family-supportive supervision benefits employees in many ways. But what are the implications for the supervisors themselves, particularly when this support is not extended? Drawing on social exchange theory, we frame family-supportive supervision as a desirable resource that when withheld may trigger negative social responses from employees. We hypothesize that workplace ostracism is a mechanism through which employees sanction supervisors who fail to be family-supportive, thereby harming supervisor well-being. Study 1 captured the employee perspective and utilized an experimental design to understand whether employees engage in ostracism in response to a lack of family-supportive supervision. In Study 2, we captured the …
A Narrative Inquiry With Three Formerly Abrasive Leaders: Stories Of Disruption, Awakening, And Equipping, Lori J. Tucker
A Narrative Inquiry With Three Formerly Abrasive Leaders: Stories Of Disruption, Awakening, And Equipping, Lori J. Tucker
Electronic Theses and Dissertations
Psychological aggression in the workplace is known to be destructive. Most commonly, knowledge of this workplace dynamic is through the literature of workplace bullying or abusive supervision and from the perspective of the accuser. Very little is known of the perspective of the accused. Moreover, unknown in the literature is the valued perspective of the leader who (a) acknowledged his or her behavior was inappropriate and (b) significantly improved his or her interpersonal behavior and management strategies. The purpose of this study was to inquire into the experience and meaning making of three formerly abrasive leaders who were positively influenced …
Leaders And Followers Behaving Badly: A Meta-Analytic Examination Of Curvilinear Relationships Between Destructive Leadership And Followers’ Workplace Behaviors, Jeremy D. Mackey, Charn P. Mcallister, Liam P. Maher, Gang Wang
Leaders And Followers Behaving Badly: A Meta-Analytic Examination Of Curvilinear Relationships Between Destructive Leadership And Followers’ Workplace Behaviors, Jeremy D. Mackey, Charn P. Mcallister, Liam P. Maher, Gang Wang
Management Faculty Publications and Presentations
We draw from social psychological and resource-based theories to meta-analytically examine the existence, form, and magnitude of curvilinear relationships between destructive leadership and followers’ workplace behaviors (i.e., job performance, organizational citizenship behaviors, and workplace deviance). Overall, our meta-analytic results demonstrate weak evidence of curvilinear relationships between destructive leadership and followers’ workplace behaviors. However, we did find some support for the application of social psychological theories when examining the curvilinear effects of destructive leadership on followers’ workplace behaviors at extreme levels of destructive leadership (i.e., two standard deviations below and above the mean). Our findings are important because they (1) provide …
Breaking The Cycle Of Abusive Supervision: How Disidentification And Moral Identity Help The Trickle-Down Change Course, Shannon G. Taylor, Matthew D. Griffith, Abhijeet K. Vadera, Robert Folger, Chaim R. Letwin
Breaking The Cycle Of Abusive Supervision: How Disidentification And Moral Identity Help The Trickle-Down Change Course, Shannon G. Taylor, Matthew D. Griffith, Abhijeet K. Vadera, Robert Folger, Chaim R. Letwin
Research Collection Lee Kong Chian School Of Business
Studies show that abusive leader behaviors "trickle down" to lower organizational levels, but this research ignores that many abused supervisors do not perpetuate abuse by harming their own subordinates. Drawing on social-cognitive theory and related research, we suggest abused supervisors might defy rather than emulate their managers' abusive behavior. Specifically, we predicted that some abused supervisors-namely, those with strong moral identities-might in effect "change course" by engaging in less abuse or demonstrating ethical leadership with their subordinates to the extent they disidentify with their abusive managers. Across 2 experiments (n = 288 and 462 working adults, respectively) and a field …
Breaking The Cycle: The Effects Of Role Model Performance And Ideal Leadership Self-Concepts On Abusive Supervision Spillover, Min-Hsuan Tu, Joyce E. Bono, Cass Shum, Liva Lamontagne
Breaking The Cycle: The Effects Of Role Model Performance And Ideal Leadership Self-Concepts On Abusive Supervision Spillover, Min-Hsuan Tu, Joyce E. Bono, Cass Shum, Liva Lamontagne
College of Hospitality Faculty Research
Building on identity theories and social learning theory, we test the notion that new leaders will model the abusive behaviors of their superiors only under certain conditions. Specifically, we hypothesize that new leaders will model abusive supervisory behaviors when (a) abusive superiors are perceived to be competent, based on the performance of their teams and (b) new leaders' ideal leadership self-concepts are high on tyranny or low on sensitivity. Results of an experiment in which we manipulated abusive supervisory behaviors using a professional actor, and created a role change where 93 individuals moved from team member to team leader role, …
Abusive Supervision And Employee Silence: The Mediating Effect Of Perceptions Of Organizational Politics And The Moderating Effect Of Lmx, Huang Ai-Hua, Li Yang, Guo Guo-Tao
Abusive Supervision And Employee Silence: The Mediating Effect Of Perceptions Of Organizational Politics And The Moderating Effect Of Lmx, Huang Ai-Hua, Li Yang, Guo Guo-Tao
Journal of Global Business Insights
Based on the conservation of resources theory this paper explores the mediating effect of perceptions of organizational politics on the relationship between abusive supervision and employee silence. We also explore the moderating effect of leader-member exchange in the relationship between abusive supervision and perceptions of organizational politics. In total, 560 junior employees were sampled through questionnaire. The results indicated that perceptions of organizational politics mediated the relationship between abusive supervision and employee silence. In addition, leader-member exchange moderated the relationship between abusive supervision and employee silence. It was also found that abusive supervision demonstrated a stronger positive influence on perceptions …
Linking Abusive Supervision To Employee Engagement And Exhaustion, Melinda L. Scheuer, James P. Burton, Larissa K. Barber, Lisa M. Finkelstein, Christopher P. Parker
Linking Abusive Supervision To Employee Engagement And Exhaustion, Melinda L. Scheuer, James P. Burton, Larissa K. Barber, Lisa M. Finkelstein, Christopher P. Parker
Organization Management Journal
This research extends the differentiated job demands–resource model by integrating the main propositions of the transactional theory of stress to examine how cognitive appraisal processes link employee perceptions of abusive supervision to engagement and exhaustion. Two studies were conducted using a broad sample of employees. Study 1 developed the abusive supervision demand appraisal measure (ABSDAM). Study 2 examined the role that challenge or hindrance demand appraisals play in employee reactions to perceptions of abusive supervision. Study 1 determined that the ABSDAM was a valid means to measure how employees appraise abusive supervision as a challenge and/or hindrance demand. Study 2 …
Suffering In Silence: Investigating The Role Of Fear In The Relationship Between Abusive Supervision And Defensive Silence, Christian Kiewitz, Simon Lloyd D. Restubog, Mindy K. Shoss, Patrick Raymund James M. Garcia, Robert L. Tang
Suffering In Silence: Investigating The Role Of Fear In The Relationship Between Abusive Supervision And Defensive Silence, Christian Kiewitz, Simon Lloyd D. Restubog, Mindy K. Shoss, Patrick Raymund James M. Garcia, Robert L. Tang
Management and Marketing Faculty Publications
Drawing from an approach-avoidance perspective, we examine the relationships between subordinates’ perceptions of abusive supervision, fear, defensive silence, and ultimately abusive supervision at a later time point. We also account for the effects of subordinates’ assertiveness and individual perceptions of a climate of fear on these predicted mediated relationships. We test this moderated mediation model with data from three studies involving different sources collected across various measurement periods. Results corroborated our predictions by showing (a) a significant association between abusive supervision and subordinates’ fear, (b) second-stage moderation effects of subordinates’ assertiveness and their individual perceptions of a climate of fear …
Abusive Supervision And Psychological Capital: A Mediated Moderation Model Of Team Member Support And Supervisor-Student Exchange, Zhenyu Liao, Yuchuan Liu
Abusive Supervision And Psychological Capital: A Mediated Moderation Model Of Team Member Support And Supervisor-Student Exchange, Zhenyu Liao, Yuchuan Liu
Research Collection Lee Kong Chian School Of Business
Embedded in higher educational settings, this study examines the relationship between abusive supervision and psychological capital and the mechanism through which abusive supervision and team member support interact to influence psychological capital with supervisor-student exchange mediating the interaction with psychological capital. Data collected from 222 graduate students in six Chinese universities supports our mediated moderation model: abusive supervision negatively relates to psychological capital and supervisor-student exchange mediates the positive moderating effect of team member support on the relationship between abusive supervision and psychological capital. Theoretical and practical implications of these findings are discussed.
"You Wouldn't Like Me When I'M Sleepy": Leader Sleep, Daily Abusive Supervision, And Work Unit Engagement, Christopher M. Barnes, Lorenzo Lucianetti, Devasheesh P. Bhave, Michael S. Christian
"You Wouldn't Like Me When I'M Sleepy": Leader Sleep, Daily Abusive Supervision, And Work Unit Engagement, Christopher M. Barnes, Lorenzo Lucianetti, Devasheesh P. Bhave, Michael S. Christian
Research Collection Lee Kong Chian School Of Business
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect …
Stand Up And Speak Up: Employees' Prosocial Reactions To Observed Abusive Supervision, Manuela Priesemuth
Stand Up And Speak Up: Employees' Prosocial Reactions To Observed Abusive Supervision, Manuela Priesemuth
Electronic Theses and Dissertations
This dissertation examines what happens when employees witness supervisory abuse in the workplace. In particular, it explores whether-and when-employees will respond to witnessing supervisory abuse of a coworker by engaging in prosocial actions aimed at benefitting the target of abuse. In doing so, it extends work on abusive supervision. Traditionally, abusive supervision research has focused on the impact of abuse on the victim him/herself. However, this work explores the impact of abusive supervision on third party observers. In addition, because abusive supervision represents a form of organizational injustice, this dissertation extends both work on abusive supervision and third party reactions …
When Research Setting Is Important: The Influence Of Subordinate Self-Esteem On Reactions To Abusive Supervision, James P. Burton, Jenny M. Hoobler, Mary C. Kernan
When Research Setting Is Important: The Influence Of Subordinate Self-Esteem On Reactions To Abusive Supervision, James P. Burton, Jenny M. Hoobler, Mary C. Kernan
Organization Management Journal
In this paper, we argue that the conflicting theoretical views regarding the role that self-esteem plays in the decision to become aggressive can be explained by the particular research methodology used. Specifically, we examine how individuals respond to a perceived abusive supervisor in two settings: (1) using scenarios and (2) in a field study. Results indicate that individuals with high selfesteem are more likely to become aggressive in response to an abusive supervisor in settings where they are asked what they would do (using scenarios). However, in field research settings, where they are asked what they did do, individuals with …
Abusive Supervision, Intentions To Quit, And Employees' Workplace Deviance: A Power/Dependence Analysis, Bennett J. Tepper, Jon C. Carr, Denise M. Breaux, Sharon Geider, Changya Hu, Wei Hua
Abusive Supervision, Intentions To Quit, And Employees' Workplace Deviance: A Power/Dependence Analysis, Bennett J. Tepper, Jon C. Carr, Denise M. Breaux, Sharon Geider, Changya Hu, Wei Hua
Research Collection Lee Kong Chian School Of Business
We conducted a two-study examination of relationships between abusive supervision and subordinates’ workplace deviance. Consistent with predictions derived from power/dependence theory, the results of a cross-sectional study with employees from three organizations suggest that abusive supervision is more strongly associated with subordinates’ organization deviance and supervisor-directed deviance when subordinates’ intention to quit is higher. The results also support the prediction that when intention to quit is higher, abusive supervision is more strongly associated with supervisor-directed deviance than with organization-directed deviance. These results were replicated in a second study, a two-wave investigation of people employed in a variety of industries and …
Aspects Of Goals And Rewards Systems As Antecedents Of Abusive Supervision: The Mediating Effect Of Hinderance Stress, Mary Bardes
Aspects Of Goals And Rewards Systems As Antecedents Of Abusive Supervision: The Mediating Effect Of Hinderance Stress, Mary Bardes
Electronic Theses and Dissertations
In this study, I draw on research on goal setting, stress, and aggression to examine contextual antecedents of abusive supervision. I suggest that a characteristic of the supervisors' goals (viz., goal difficulty) can contribute to abusive supervisory behaviors through the effect it has on the supervisors' level of hindrance stress. I also propose that this mediating process is moderated by two characteristics of the supervisors' rewards (viz., goal-contingent reward and reward interdependence). Thus, I suggest a moderated mediation model predicting supervisors' hindrance stress acts as a mediator of the relationship between supervisors' difficult goals and abusive supervision. Moreover, I also …
An Experimental Study Of The Effects Of Workforce Bullying On Three Affective Constructs: Self-Efficacy, Satisfaction And Stress, Elizabeth A. Nealy
An Experimental Study Of The Effects Of Workforce Bullying On Three Affective Constructs: Self-Efficacy, Satisfaction And Stress, Elizabeth A. Nealy
LSU Doctoral Dissertations
The primary purpose of this study was to determine the effects of “bullying” behavior on the affective constructs of self-efficacy, satisfaction and stress of students enrolled in a junior level course at a research extensive university in the southern region of the United States. The sample included 35 undergraduate students at one research-extensive university in the southern region of the United States who were enrolled in a leadership course in the spring semester of 2009. The dependent variables were participants’ scores on measures of self-efficacy, satisfaction and stress. The independent variable was whether or not participants were exposed to “bullying” …
How Management Style Moderates The Relationship Between Abusive Supervision And Workplace Deviance: An Uncertainty Management Theory Perspective, Stefan Thau, Rebecca J. Bennett, Marie S. Mitchell, Mary Beth Marrs
How Management Style Moderates The Relationship Between Abusive Supervision And Workplace Deviance: An Uncertainty Management Theory Perspective, Stefan Thau, Rebecca J. Bennett, Marie S. Mitchell, Mary Beth Marrs
Department of Management: Faculty Publications
Based on uncertainty management theory [Lind, E. A., & Van den Bos, K., (2002). When fairness works: Toward a general theory of uncertainty management. In Staw, B. M., & Kramer, R. M. (Eds.), Research in organizational behavior (Vol. 24, pp. 181–223). Greenwich, CT: JAI Press.], two studies tested whether a management style depicting situational uncertainty moderates the relationship between abusive supervision and workplace deviance. Study 1, using survey data from 379 subordinates of various industries, found that the positive relationship between abusive supervision and organizational deviance was stronger when authoritarian management style was low (high situational uncertainty) rather than high …