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What Have I Done to Deserve This? Effects of Employee Personality and Emotion on Abusive Supervision

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  • Christine Henle
  • Michael Gross

Abstract

Drawing on victim precipitation theory, we propose that certain employees are more likely to perceive abusive supervision because of their personality traits. Specifically, we hypothesize that subordinates’ emotional stability, conscientiousness, and agreeableness will be negatively related to perceived abuse from their supervisor and that negative emotions at work will mediate these relationships. We surveyed 222 employees and found that emotional stability and conscientiousness negatively predicted employees’ self-reports of abusive supervision and that this relationship was mediated by negative emotions. Thus, employees lower in emotional stability or conscientiousness are more likely to experience negative emotions, which in turn is related to higher levels of abuse. Copyright Springer Science+Business Media Dordrecht 2014

Suggested Citation

  • Christine Henle & Michael Gross, 2014. "What Have I Done to Deserve This? Effects of Employee Personality and Emotion on Abusive Supervision," Journal of Business Ethics, Springer, vol. 122(3), pages 461-474, July.
    • Handle: RePEc:kap:jbuset:v:122:y:2014:i:3:p:461-474
    DOI: 10.1007/s10551-013-1771-6
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    References listed on IDEAS

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    1. Thau, Stefan & Bennett, Rebecca J. & Mitchell, Marie S. & Marrs, Mary Beth, 2009. "How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective," Organizational Behavior and Human Decision Processes, Elsevier, vol. 108(1), pages 79-92, January.
    2. Barry M. Staw & Robert I. Sutton & Lisa H. Pelled, 1994. "Employee Positive Emotion and Favorable Outcomes at the Workplace," Organization Science, INFORMS, vol. 5(1), pages 51-71, February.
    3. Elias, Robert, 1986. "The Politics of Victimization: Victims, Victimology, and Human Rights," OUP Catalogue, Oxford University Press, number 9780195039818.
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    Cited by:

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    4. Arpana Rai & Upasna A. Agarwal, 2019. "Examining the Relationship Between Personality Traits and Exposure to Workplace Bullying," Global Business Review, International Management Institute, vol. 20(4), pages 1069-1087, August.
    5. Carnevale, Joel & Huang, Lei & Harms, Peter, 2018. "Speaking up to the “emotional vampire”: A conservation of resources perspective," Journal of Business Research, Elsevier, vol. 91(C), pages 48-59.
    6. Hsiao-Yen Mao, 2023. "Learning goal orientation and abusive supervision," E&M Economics and Management, Technical University of Liberec, Faculty of Economics, vol. 26(3), pages 33-50, September.
    7. Gang Wang & Peter Harms & Jeremy Mackey, 2015. "Does it take two to Tangle? Subordinates’ Perceptions of and Reactions to Abusive Supervision," Journal of Business Ethics, Springer, vol. 131(2), pages 487-503, October.
    8. Mingpeng Huang & Dong Ju & Kai Chi Yam & Shengming Liu & Xin Qin & Guangdi Tian, 2023. "Employee Humor Can Shield Them from Abusive Supervision," Journal of Business Ethics, Springer, vol. 186(2), pages 407-424, August.
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    10. Arindam Bhattacharjee & Anita Sarkar, 2024. "Abusive supervision: a systematic literature review," Management Review Quarterly, Springer, vol. 74(1), pages 1-34, February.

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