An Integrated Framework for Antecedents and Consequences of Abusive Supervision: Test of Multilevel Model
The purpose of this dissertation is to explore critical paradoxes related to abusive supervision in organizations, which is divided into two types: impulsive abusive supervision, and strategic abusive supervision. After validating these types of abusive supervision empirically, this study also investigates the impact at the individual level outcomes, i.e., employee morale. Drawing from ego depletion theory, proposed theoretical extension comprises a mediation model of a supervisors related antecedents as predictors of abusive supervision. This dissertation introduces self-regulatory resource (ego) depletion stemming from a supervisors related theoretical perspective on how and why supervisors behave abusively toward subordinates. A two-model investigation related to antecedents of abusive supervision and the employees related consequences stands in divergence to prior research, which has primarily focused on individual-related factors that affect abusive supervision. This research demonstrates in what ways ego depletion is proximally associated with abusive supervision.
In the first model, conducted at service sector of Pakistan, it was argued that a supervisors related antecedents influences them to endorse strategic abusive behaviors through less ego depletion and the predictor explored influences supervisors to enact impulsive abusive behaviors due to high ego depletion. In study 2, this dissertation investigated the impact of impulsive abusive supervision, and strategic abusive supervision on employees related outcomes (i.e. job stress) via employees morale. Data was collected through the survey based lagged design by using a purposive sampling technique and M plus for multilevel analysis. Using a sample of 503 supervisorsubordinate dyads, after receiving confirmation, both the models were tested (Multi-level modelling), both between and within level results were reported. Supervisors positive paranoia, Supervisors positive perfectionism, and Supervisors affective commitment were only found insignificant. All other variables were significant. And in study 2 all the proposed relationships related to strategic abusive supervision were proved empirically. This study opens new avenues for research and discusses practical implications for various work settings.