Abusive Supervision and Employee Dysfunctional Behavior: A Meta-analysis from Multi-foci Perspective

Abstract

Abstract:

Leadership style is the important potential factors for predicting employee behavior. Abusive supervision, as a typical representative of negative leadership behavior, has a significant positive relationship with employee dysfunctional behavior. From the multi-foci perspective, employees maintain different dysfunctional behaviors toward multiple foci such as the organization, supervisors and coworkers. In abusive supervision context, the damage level of dysfunctional behaviors toward multiple foci has not been determined. The results are extracted from original reports published from 2000 to 2014 of 48 empirical studies. Comprehensive Meta-Analysis Version 2 program is used to analyze the relationship between abusive supervision and employee dysfunctional behavior. The results show that abusive supervision is positive related to dysfunctional behavior, organizational dysfunctional behavior, supervisor-directed dysfunctional behavior and coworker-directed dysfunctional behavior. Specifically, abusive supervision has the strongest relationship with supervisor-directed dysfunctional behavior, a moderate relationship with organizational dysfunctional behavior, and the weakest relationship with coworker-directed dysfunctional behavior. Culture context and rating source moderate the relationship, the relationship between abusive supervision and supervisor-directed dysfunctional behavior is stronger in Western context than in Eastern context; relationships between abusive supervision and employee dysfunctional behavior and supervisor-directed dysfunctional behavior are stronger for self-rated versus other-rated dysfunctional behavior.

Key words: abusive supervision, dysfunctional behavior, meta-analysis, moderate effect, multi-foci approach

Wang Hongqing, Peng Jisheng. Abusive Supervision and Employee Dysfunctional Behavior: A Meta-analysis from Multi-foci Perspective[J]. , 2018, 30(3): 150-160.

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