WHEN ABUSIVE SUPERVISION BREAKS EXPECTATIONS: TURNOVER INTENTIONS AS A PATHWAY TO LOWER SUPERVISOR-RATED PERFORMANCE, ALTRUISM, AND PROMOTABILITY
DOI:
https://doi.org/10.58885/ijbe.v11i1.192.jmKeywords:
abusive supervision, turnover intentions, supervisor-rated outcomes, expectancy violation theory, and withdrawalAbstract
Purpose — Drawing on expectation violations theory and social exchange theory, this paper examines whether perceptions of abusive supervision, when mediated by turnover intentions, lead to lower ratings of subordinate job-related performance, altruism, and promotability as rated by the supervisor.
Design/methodology — A dyadic survey design was employed with 171 employees. The data were analyzed with structural equation modeling.
Findings — The results revealed that abusive supervision, as rated by subordinates, is associated with lower supervisor-rated job performance, altruism, and subordinates' promotability.
Practical Implications — The authors illustrate the need to identify instances of abusive supervision, to provide stricter oversight of employee evaluations and promotions, and to embed non-abusive leadership traits, such as ethical and respectful behavior, into selection and promotion criteria.
Originality/Value — The study is among the first to analyze the integrative role of expectation violation theory and social exchange theory to explain the potential downstream consequences of abusive supervision.
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