Posts Tagged ‘abusive supervision’

Stand Up Against Workplace Abuse

July 1, 2013

The impacts of workplace abuse, harassment, and bullying are well documented (see our recent post on the topic for relevant research). In addition to those who are the direct target of abuse, however, there are those who witness such injustices in the workplace. A new article in Business & Society asks if and when employees will stand up for their fellow workers, and how their actions make a difference:

BAS_v50_72ppiRGB_150pixWThis article presents the work of Dr. Manuela Priesemuth. This dissertation examines what happens when employees witness supervisory abuse in the workplace. In particular, it explores whether—and when—employees will respond to witnessing supervisory abuse by engaging in prosocial actions aimed at benefitting the target of abuse. Below, the author discusses the notion of abusive supervision, theoretical perspectives of work on third- party observers, and the conditions under which the author believes third- party observers of abuse are more inclined to engage in positive behavior toward victims; that is, it is argued that specific individual characteristics (moral courage of the observer), relational characteristics (close ties between the observer and target), and organizational characteristics trigger prosocial reactions in observers. Finally, the reflection commentary provides insights about the research journey in which the author participated.

Click here to read “Stand Up and Speak Up: Employees’ Prosocial Reactions to Observed Abusive Supervision,” published by Manuela Priesemuth of Wilfrid Laurier University in Business & Society, and keep up with the latest research from the journal by clicking here.

Is Your Supervisor Abusive?

November 27, 2012

When bosses humiliate, yell at, or otherwise bully subordinates, the consequences are unavoidable: abusive supervision can cause serious problems that extend from the individual to the organization as a whole. But when employees perceive that they are being abused, is it always the case, or can other factors color their perception?

Mark Martinko of the University of Queensland recently joined Ken Thompson on the Journal of Leadership & Organizational Studies podcast to discuss his article, “The Relationships Between Attribution Styles, LMX, and Perceptions of Abusive Supervision,” co-authored by David Sikora of Cal Poly San Luis Obispo and Paul Harvey of the University of New Hampshire and published in the November 2012 issue of JLOS. Click here to play or download the podcast interview or subscribe on iTunes by following this link.

Dr. Mark Martinko
Florida State University

Mark J. Martinko (Ph.D.) recently joined the faculty of the University of Queensland. He is a Professor Emeritus at Florida State University where he was the Bank of America Professor of Management. He teaches in the areas of leadership, organizational behavior, philosophy of science, and attribution theory. His research focuses on attribution theory which he has applied to the areas of motivation, leadership, impression management, whistleblowing, emotions, organizational deviance, abusive supervision, and entitlement. He is a past president of the Southern Management Association and former Division Chair of the Managerial and Organizational Cognition Division of the Academy of Management. Currently he is the Dean of the Fellows of the Southern Management Association.

Dr. Ken Thompson
DePaul University

Ken Thompson, Ph.D., is professor and the former chair of management at DePaul University, where he has been on staff since 1986. He has co-authored four books, contributed to six others, and has been published in a number of journals including the Academy of Management Executive, Organizational Dynamics, Journal of Social Psychology, Human Relations, and the Journal of Leadership and Organizational Studies, where he is senior editor. Ken is a member of the National Academy of Management. Most recently, he was chair of the Management Education and Development Division and served on the governance board of the Organizational Behavior Division. Ken has also been active in various local and regional positions, including president and chairman of the Board of Directors of the Midwest Academy of Management.


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