I Just Can’t Control Myself
A Self-Regulation Perspective on the Abuse of Deviant Employees
Bibliographic Data
| ID | 23332001 |
|---|---|
| Authors | Mary B Mawritz (0000-0001-8162-1623, Drexel University), Rebecca L Greenbaum (0000-0001-5594-8606, Oklahoma State University), Marcus M Butts (0000-0001-9463-5362, Southern Methodist University), Katrina A Graham (0000-0002-7632-0516, Suffolk University) |
| Year | 2017 |
| Volume | 60 |
| Issue | 4 |
| Pages | 1482-1503 |
| Publication date | 2017-08-01 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | Academy of Management Journal (JOURNAL) |
| Journal identifiers | ISSN: 0001-4273 • E-ISSN: 1948-0989 |
| Publisher | Academy of Management (PUBLISHER • US) |
| DOI | 10.5465/amj.2014.0409 |
| OpenAlex | W2482978990 |
| Language | EN |
| Citations received | 64 |
| References cited | 73 |
Drawing on self-regulation theory, we contribute to the abusive supervision literature by testing supervisors’ self-regulation impairment as a key mediator of the relationship between subordinate deviance and abusive supervision. Further, given that the process underlying the relationship between subordinate deviance and abusive supervision may be explained by social exchange theory, we examine the differential strength of supervisor self-regulation impairment versus social exchange as mediating mechanisms. We also explore the moderating effects of subordinate performance and supervisor bottom-line mentality (i.e., a one-dimensional frame of mind that revolves around securing bottom-line outcomes to the neglect of competing priorities) on the relationship between subordinate deviance and supervisor self-regulation impairment. We found that supervisor self-regulation impairment mediated the relationship between subordinate deviance and abusive supervision, and the indirect effect was stronger in the presence of high subordinate performance and high supervisor bottom-line mentality. We then replicated these findings in a longitudinal field study across four time periods, and demonstrated that self-regulation impairment provides a stronger explanation for the relationship between subordinate deviance and abusive supervision than social exchange. The theoretical and practical implications of our research are discussed.
Abusive supervision · Deviance (statistics) · Dysfunctional family · Neglect · Political science · Social exchange theory · Supervisor · Attachment and Relationship Dynamics · Behavioral Health and Interventions · Clinical Psychology · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
With great power comes more deviations
The role of self‐regulation in the relationship between abusive supervision and job tension
Whatever It Takes
The Mediation Chain Effect of Cognitive Crafting and Personal Resources on the Relationship between Role Ambiguity and Dentists’ Emotional Exhaustion
The Role of Leader-Member Exchange Relations and Individual Differences on Counterproductive Work Behavior
Does Paradoxical Leadership Facilitate Leaders’ Task Performance? A Perspective of Self-Regulation Theory
Workplace Deviance Review – A Philosophical Stance
Reject bias
Social exchange theory in leadership research
Are job-insecure employees obsessed with bottom-line outcomes? A threat rigidity theory perspective of the mediating role of bottom-line mentality
When leaders are marketers
Ethical leadership
From a restless pillow to a ruffled mind
Supervisees’ reactions to a concatenation of supervisors’ resource drain, ego depletion and abusive supervision
Does algorithmic control facilitate platform workers’ deviant behavior toward customers? The ego depletion perspective
When and why does voice sustain or stop? The roles of leader behaviours, power differential perception and psychological safety
It’s The Details That Matters
Behind the Boss’s Back
A Newcomer Socialization Perspective on the Proliferation of Unethical Conduct in Organizations
Moral Burden of Bottom-Line Pursuits
The Role of Religiosity in Ethical Decision-Making
Employee Humor Can Shield Them from Abusive Supervision
Exploring the Outcomes of Leader Bottom-Line Mentality
The Janus Face of Grandiose Narcissism in the Service Industry
Multilevel Examination of How and When Socially Responsible Human Resource Management Improves the Well-Being of Employees
Unpacking Leader Bottom-Line Mentality (BLM) in Organizations
How do Sector Level Factors Influence Trust Violations in Not-for-Profit Organizations? A Multilevel Model
Wolves in Sheep’s Clothing
Family Paths Towards Abusive or Benevolent Supervision
The Dark Side of Leader Narcissism
Tall Trees Catch much Wind? Investigating the Role of Supervisor Perceived Status Threat in Linking Employee Overqualification to Supervisor Undermining
The Unethical Consequences of Daily Presenteeism
Workplace ostracism and organizational deviance
Linking ICT Availability Demands to Burnout and Work-Family Conflict
The costs of political conversations at work
A Visualized Review of Research on Unethical Behavior in Organizations
Convenience triangle in white-collar crime
Coping with the Threat? Investigating How and When Negative Performance Feedback Leads to Supervisor Bottom-line Mentality
Why Do Supervisors Abuse Certain Subordinates? Goal Orientation and Leader–Member Exchange as Antecedents
Do moral disengagers experience guilt following workplace misconduct? Consequences for emotional exhaustion and task performance
It is all about the bottom line
Evaluations of abusive supervisors
When competitive rewards create obsessions with bottom‐line outcomes
Stronger together
Exploring the reciprocal relationships between job demands, job resources, and workplace misconduct
All work and no play makes Jack a dull boy
Who uses abusive supervision to punish deviant employees? An integration of identity threat and self‐regulation perspectives
Circadian leadership
Abusive supervision and deviance behaviors in the hospitality industry
Embracing artificial intelligence (AI) with job crafting
An applied framework to assess sustainability awareness and corporate misconduct considering just transition
Is the bottom line reached? An exploration of supervisor bottom-line mentality, team performance avoidance goal orientation and team performance
Thriving at work but insomniac at home
The influence of supervisor bottom-line mentality and employee bottom-line mentality on leader-member exchange and subsequent employee performance
The (in)congruence effects of supervisor bottom-line mentality identity and reputation on group performance
Convenience orientation and white-collar criminogenity
Modeling the Theoretical Structure of Deviant Convenience in White-Collar Crime
The Transfer of Meaningfulness from Leaders to Followers as Partners in Crime
Convenience in White-Collar Crime
Gender and Crime
Characteristics of Crime Convenience
Convenience Dynamics in White-Collar Crime
Chairman of the Board Incarcerated for White-Collar Crime after Bankruptcy
Convenience Triangle in White-Collar Crime
On the Self-Regulation of Behavior
Reputation as a sufficient condition for data quality on Amazon Mechanical Turk
A Trickle‐down Model of Abusive Supervision
The Core Self‐evaluations Scale
How employees respond to personal offense
Bottom-line mentality as an antecedent of social undermining and the moderating roles of core self-evaluations and conscientiousness.
Implicit Leadership Theories in Applied Settings
When distress hits home
A Theory of Individual Differences in Task and Contextual Performance
Identity threat and antisocial behavior in organizations
Predictors of Abusive Supervision
Antecedents and outcomes of abusive supervision
Better Bootstrap Confidence Intervals
Abusive supervision and subordinates' organization deviance.
“You Wouldn’t Like Me When I’m Sleepy”
Self‐Regulation, Ego Depletion, and Motivation
The Dark Side of Leadership
Lay Epistemic Theory in Social-Cognitive Psychology
Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome.
Why Are Abusive Supervisors Abusive? A Dual-system Self-control Model
Self-Regulation Failure
The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance
Composure at Any Cost? The Cognitive Consequences of Emotion Suppression
Retaliation in the workplace
Moral Person and Moral Manager
Examining the Effects of Sleep Deprivation on Workplace Deviance
Self-gain or self-regulation impairment? Tests of competing explanations of the supervisor abuse and employee deviance relationship through perceptions of distributive justice.
Methods for integrating moderation and mediation
Ethical leadership
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors
Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models
SPSS and SAS procedures for estimating indirect effects in simple mediation models
Testing Mediational Models With Longitudinal Data
Social Exchange Theory
Causal Analysis with Panel Data
Impact of Event Scale
Addressing Moderated Mediation Hypotheses
Advantages of Monte Carlo Confidence Intervals for Indirect Effects
In pursuit of power
Leader prototypes and prototype-contingent consensus in leader behavior descriptions
A Theory of Social Comparison Processes
Self-control as a limited resource
Ego depletion
Workplace Victimization
The Norm of Reciprocity
Control theory
Too Much of a Good Thing
Acts of Benevolence
| Unique citing works | 64 |
|---|---|
| Citations per year | 7,11 |
| Citation span | 2017 - 2026 (10) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 62 |