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  1. Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance.Yuntao Bai, Lili Lu & Li Lin-Schilstra - forthcoming - Journal of Business Ethics.
    An accumulating amount of research has documented the harmful effects of abusive supervision on either its victims or third parties. The abusive supervision literature, however, neglects to investigate the spillover effects of abusive supervision through third-party employees’ mistreatment actions toward victims. Drawing on social learning theory, we argue that third parties learn mistreatment behaviors from abusive leaders and then themselves impose peer harassment and peer ostracism on victims, thereby negatively affecting victims’ performance. Further, we posit that, if a victim has (...)
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  • Abusive Supervision, Leader-Member Exchange, and Creativity: A Multilevel Examination.Changqing He, Rongrong Teng, Liying Zhou, Valerie Lynette Wang & Jing Yuan - 2021 - Frontiers in Psychology 12.
    Despite the growing attention on the topic of abusive supervision, how abusive supervision affects individual and team creativity have not yet been thoroughly investigated. Drawn from the perspective of leader-member exchange, the current study develops a multilevel model to describe the relationships between abusive supervision and creativity at both team and individual levels, with a focus on the roles played by team-level leader-member exchange and LMX differentiation. Based on data collected from 319 team members and their team leaders in 71 (...)
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  • The Work-Family Spillover Effects of Customer Mistreatment for Service Employees: The Moderating Roles of Psychological Detachment and Leader–Member Exchange.Ran Zhang, Yunqiao Wu & Karen Ferreira-Meyers - 2019 - Frontiers in Psychology 10.
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  • You Abuse and I Criticize: An Ego Depletion and Leader–Member Exchange Examination of Abusive Supervision and Destructive Voice.Jeremy D. Mackey, Lei Huang & Wei He - 2020 - Journal of Business Ethics 164 (3):579-591.
    We draw from ego depletion and leader–member exchange theories to provide nuanced insight into why abusive supervision is indirectly associated with supervisor-directed destructive voice. A multi-wave, multi-source field study demonstrates evidence that abusive supervision has a positive conditional indirect effect on supervisor-directed destructive voice through subordinates’ relational ego depletion with their supervisors that is stronger for higher LMX differentiation contexts than lower LMX differentiation contexts. We make novel theoretical, empirical, and practical contributions by providing a parsimonious explanation for why relational (...)
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