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Abusive Supervision, Psychological Distress, and Silence: The Effects of Gender Dissimilarity Between Supervisors and Subordinates

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Listed:
  • Joon Hyung Park

    (Nottingham University Business School China)

  • Min Z. Carter

    (Southern Illinois University)

  • Richard S. DeFrank

    (University of Houston)

  • Qianwen Deng

    (Bank of China Ningbo Branch)

Abstract

Previous research has shed light on the detrimental effects of abusive supervision. To extend this area of research, we draw upon conservation of resources theory to propose (a) a causal relationship between abusive supervision and psychological distress, (b) a mediating role of psychological distress on the relationship between abusive supervision and employee silence, and (c) a moderating effect of the supervisor–subordinate relational context (i.e., gender dissimilarity) on the mediating effect of abusive supervision on silence. Through an experimental study (Study 1), we found the causal path linking abusive supervision and psychological distress. Results of both the experimental study and a field study (Study 2) provided evidence that psychological distress mediated the relationship between abusive supervision and silence. Lastly, we found support that this mediation effect was contingent upon the relational context in Study 2 but not in Study 1. We discuss implications for theory and practice.

Suggested Citation

  • Joon Hyung Park & Min Z. Carter & Richard S. DeFrank & Qianwen Deng, 2018. "Abusive Supervision, Psychological Distress, and Silence: The Effects of Gender Dissimilarity Between Supervisors and Subordinates," Journal of Business Ethics, Springer, vol. 153(3), pages 775-792, December.
    • Handle: RePEc:kap:jbuset:v:153:y:2018:i:3:d:10.1007_s10551-016-3384-3
    DOI: 10.1007/s10551-016-3384-3
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    References listed on IDEAS

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    Cited by:

    1. Peikai Li & Kui Yin & Jian Shi & Tom G. E. Damen & Toon W. Taris, 2024. "Are Bad Leaders Indeed Bad for Employees? A Meta-Analysis of Longitudinal Studies Between Destructive Leadership and Employee Outcomes," Journal of Business Ethics, Springer, vol. 191(2), pages 399-413, May.
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    4. Jun Huang & Gengxuan Guo & Dingping Tang & Tianyuan Liu & Liang Tan, 2019. "An Eye for an Eye? Third Parties’ Silence Reactions to Peer Abusive Supervision: The Mediating Role of Workplace Anxiety, and the Moderating Role of Core Self-Evaluation," IJERPH, MDPI, vol. 16(24), pages 1-18, December.
    5. Ruiz‐Palomino, Pablo & Martínez‐Cañas, Ricardo & Bañón‐Gomis, Alexis, 2021. "Is unethical leadership a negative for Employees' personal growth and intention to stay? The buffering role of responsibility climate," MPRA Paper 119579, University Library of Munich, Germany.
    6. Dirk De Clercq & Tasneem Fatima & Sadia Jahanzeb, 2021. "Ingratiating with Despotic Leaders to Gain Status: The Role of Power Distance Orientation and Self-enhancement Motive," Journal of Business Ethics, Springer, vol. 171(1), pages 157-174, June.
    7. Yiming Wang & Yuhua Xie & Mingwei Liu & Yongxing Guo & Duojun He, 2024. "Silent Majority: How Employees’ Perceptions of Corporate Hypocrisy are Related to their Silence," Journal of Business Ethics, Springer, vol. 195(2), pages 315-334, November.

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