Linking Abusive Supervision to Employee Engagement and Exhaustion

ABSTRACT

This research extends the differentiated job demands–resource model by integrating the main propositions of the transactional theory of stress to examine how cognitive appraisal processes link employee perceptions of abusive supervision to engagement and exhaustion. Two studies were conducted using a broad sample of employees. Study 1 developed the abusive supervision demand appraisal measure (ABSDAM). Study 2 examined the role that challenge or hindrance demand appraisals play in employee reactions to perceptions of abusive supervision. Study 1 determined that the ABSDAM was a valid means to measure how employees appraise abusive supervision as a challenge and/or hindrance demand. Study 2 found that hindrance demand appraisals mediate the relationship between perceived abusive supervision and exhaustion, while challenge demand appraisals mediate the relationship between perceived abusive supervision and engagement. This study suggests that accounting for demand appraisal processes provides further insight into how perceptions of abusive supervision may contribute to engagement and exhaustion.

KEYWORDS:

• Abusive supervision
• engagement
• exhaustion
• stress

Additional information

Notes on contributors

Melinda L. Scheuer

Melinda L. Scheuer earned a PhD from Northern Illinois University in 2013. Her research focuses on the topics of abusive supervision, workplace aggression, and employee engagement. She can be reached at [email protected].

James P. Burton

James P. Burton earned a PhD from the University of Washington in 2002. His research focuses on the topics of abusive supervision, workplace aggression, and employee retention. He can be reached at [email protected].

Larissa K. Barber

Larissa K. Barber earned a PhD from Saint Louis University in 2010. Her research focuses on the topics of employee stress and health, sleep, and counterproductive work behavior. She can be reached at [email protected].

Lisa M. Finkelstein

Lisa M. Finkelstein earned a PhD from Tulane University in 1996. Her research focuses on issues of aging and work, mentoring relationships, and various types of stigma in the workplace. She can be reached at [email protected].

Christopher P. Parker

Christopher P. Parker earned a PhD from Rice University in 1995. His research focuses on the topics of psychological/organizational climate, work attitudes, and their relationship with organizational and individual performance. He can be reached at [email protected].