Journal Article10.1177/0149206307300812
Abusive Supervision in Work Organizations: Review, Synthesis, and Research Agenda:
TL;DR: A review of the literature that summarizes what is known about the antecedents and consequences of abusive supervision, provides the basis for an emergent model that integrates extant empirical work and suggests directions for future research as mentioned in this paper.
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About: This article is published in Journal of Management. The article was published on 01 Jun 2007. The article focuses on the topics: Abusive supervision.
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References
Perceived workplace harassment experiences and problem drinking among physicians: broadening the stress/alienation paradigm
TL;DR: It is argued that a broadened conceptualization of stress and alienation which incorporates abusive work relationships has utility for explaining male and female drinking outcomes in both high and low status occupations.
Individualism-collectivism and accountability in intergroup negotiations.
Michele J. Gelfand,Anu Realo +1 more
TL;DR: This paper found that accountability does not necessarily produce competitive behavior, but rather produces the behavior most normative for individuals in their sociocultural experience, and that accountability is fundamentally a norm enforcement mechanism and norms and standards for behavior vary for individualists and collectivists.
‘Ren Qing’ versus the ‘Big Five’: The Role of Culturally Sensitive Measures of Individual Difference in Distributive Negotiations
TL;DR: The authors examined individual characteristics and their effects on distributive negotiations in both American and Chinese cultures, using a Western-based scale (the Big Five) and a Chinese-based scales (CPAI) and found that those higher in extraversion and agreeableness achieved lower economic gain.
When is Criticism Not Constructive? The Roles of Fairness Perceptions and Dispositional Attributions in Employee Acceptance of Critical Supervisory Feedback
TL;DR: In this paper, the effects of interpersonal fairness and dispositional attribution on reactions to negative supervisory feedback were examined in two studies, and it was shown that criticism delivered with greater interpersonal fairness resulted in more favourable dispositional attributions about the supervisor, more acceptance of the feedback, and more favourable reactions towards the superior and the organization.