Abusive Supervision: A Systematic Review and New Research Approaches

滥用监督 心理学 透视图(图形) 前因(行为心理学) 因果关系(物理学) 社会心理学 事务性分析 虐待关系 交易型领导 监督人 差异(会计) 应用心理学 人为因素与人体工程学 毒物控制 家庭暴力 管理 人工智能 经济 业务 会计 物理 环境卫生 医学 量子力学 计算机科学
作者
Ivonne Gallegos,Joan Guàrdia Olmos,Rita Berger
出处
期刊:Frontiers in Communication [Frontiers Media]
卷期号:6 被引量:11
标识
DOI:10.3389/fcomm.2021.640908
摘要

Abusive leaders affect employees’ emotions and health and produce counterproductive behaviors that cause economic damage to organizations. The literature has focused predominantly on the antecedents of abusive supervision and its negative impact, providing knowledge on mechanisms that link abusive supervision to consequences for subordinates. There has been limited research on the supervisor perspective, on the group level, and on recovery. This review makes three contributions: first, we examine the theoretical approaches used by previous research studies to understand abusive supervision. Second, we analyze the types of mechanisms that explain how and when an abusive supervision process occurs. Third, we identify and discuss applied methodologies and limitations. Based on the preferred reporting items for systematic reviews and meta-analysis guidelines, and transactional well-being process perspective, we analyzed 171 empirical manuscripts and 239 samples between 2010 and July 2020. We identified a growth in abusive supervision research between 2018 and 2020 and found 101 different theories. Most of these theories view abusive supervision from a social, relational, or affective perspective, but seldom from an emotional perspective. We classified four types of mechanisms: simple relations between abusive supervision and antecedent-consequences (12), moderators (47), mediators (26), and a combination of mediators and moderators (86). We found that research has mostly been performed at the employee level or on dyads; studies that analyze the team level are rarely found. We identified two methodological problems: cross-sectional designs, which do not allow the analysis of its causality, and the increased risk of common method variance that may influence the results obtained via single-source data. In conclusion, the theories used have focused on employee perceptions, which have not enabled the broadening of the abusive supervision concept to include the supervisor’s perspective and a recovery-related perspective. Research on how and when abusive supervision occurs analyzed with complex mechanisms using emotional variables and appropriate daily methodologies has been scarce. We propose a theoretical expansion including emotional theories to uncover emotional consequences of abusive supervision and the recovery concept to provide a deeper insight into abusive supervision process. We contend that longitudinal and diary designs that include teams and supervisor levels are necessary.
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