The authors and participants would like to invite you to attend our symposium, titled "New Developments in Abusive Supervision Research." Five interesting papers will be presented and then our discussant, Sandra Robinson, will provide her comments and insight on how the papers might contribute to the literature on abusive supervision. There will be time for audience questions.
Date/Time: Monday, August 6th. 11:30am-1:00pm
Location: Boston Park Plaza, White Hill Room
Sponsors: OB, CM, SIM divisions
For more information about the papers of the session, please see the AOM program.
Abstract: Abusive supervision, defined as supervisors' sustained display of hostile verbal and non-verbal behaviors, represents a significant social problem in organizations today. It not only affects the attitudes and behaviors of its victims but also exacts significant costs on organizations. Consequently, academic researchers have become increasingly interested in developing a greater understanding of the causes and consequences of abusive supervision. Although a great deal of research has examined this topic in the last decade, considerable work is left to be done. The purpose of this symposium is to address this research agenda. The contributions of this symposium do so by: (1) examining contextual (e.g., unit-level team-oriented culture), supervisor (e.g., history of family aggression), and subordinate (e.g., low performance, high deviance, high neuroticism) antecedents of abusive supervision; (2) identifying psychological mechanisms (e.g., aggressive and obliging norms, hostile cognitions/affect, self-regulation failure) linking antecedents to abusive supervision; (3) examining moderators (e.g., angry rumination, motivation to lead) impacting the relationships between antecedents, mediating mechanisms, and abusive supervision; (4) highlighting consequences of abusive supervision (e.g., employee burnout, family directed aggression, deviance, trust in the supervisor, work effort); (5) identifying psychological mechanisms (e.g., subordinates' fairness assessments) linking abusive supervision to its consequences; and (6) studying moderators (e.g., culture) of the relationship between abusive supervision and consequences. The symposium papers use strong theoretical frameworks and a variety of methodological and analytical techniques (e.g., longitudinal and cross-cultural data collection, cross-lagged panel design, multi-level analyses, moderated-mediation techniques) in their contributions to the literature.
************************************************
Ryan M. Vogel, Ph.D.
Assistant Professor of Management
Sam and Irene Black School of Business
Pennsylvania State University-Erie
Burke Center, 4701 College Drive
Erie, PA 16563
------------------------------------------
phone: (706) 424-1073
e-mail:
ryanmvogel@gmail.com************************************************