Affect and the Abusive Supervision-LQ-3rd Revisionjmh 10-17-12.pdf (302.01 kB)
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A Model of Injustice, Abusive Supervision, and Negative Affect

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journal contribution
posted on 03.12.2013 by Jenny M. Hoobler, Jasmine Hu
In this study we test a model of workplace interactional injustice, abusive supervision, and subordinate outcomes (work-family conflict and job performance) using affect to explain behavior. In a sample of 200 full-time workers from various industries, their supervisors, and workers’ family members, for a total sample of 600 respondents, we position state negative affect as the explanatory mechanism for both how supervisors’ perceptions of injustice are associated with subordinates’ perceptions of abusive supervision, and also how abusive supervision, in turn, may be associated with subordinates’ job performance and their family members’ perceptions of work-family conflict. Organizational justice theory underpins our model.

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Publisher Statement

NOTICE: This is the author’s version of a work that was accepted for publication in Leadership Quarterly. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Leadership Quarterly, [Vol 24, Issue 1, 2013] DOI:10.1016/j.leaqua.2012.11.005

Publisher

Elsevier

Language

en_US

issn

1048-9843

Issue date

01/02/2013

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