Examining the impact of abusive supervision on employees’ psychological wellbeing and turnover intention: The mediating role of intrinsic motivation

References

• Ahmad, I., & Begum, K. (2020). Impact of abusive supervision on intention to leave: A moderated mediation model of organizational-based self esteem and emotional exhaustion. Asian Business & Management, 1–21. https://doi.org/10.1057/s41291-020-00116-0
   Web of Science ®Google Scholar
• Ahmad, S. (2018). Unleashing the potential of a young Pakistan. United Nations Development Programme. Human Development Reports. http://hdr.undp.org/en/content/unleashing-potential-young-pakistan#:~:text=Currently%2C%2064%20percent%20of%20the,increase%20until%20at%20least%202050
   Google Scholar
• Amabile, T. M. (1988). A model of creativity and innovation in organizations. Research in Organizational Behaviour, 10(1), 123–167. http://web.mit.edu/curhan/www/docs/Articles/15341_Readings/Group_Performance/Amabile_A_Model_of_CreativityOrg.Beh_v10_pp123-167.pdf
   Google Scholar
• Amabile, T. M. (1993). Motivational synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human Resource Management Review, 3(3), 185–201. https://doi.org/10.1016/1053-4822(93)90012-S
   Google Scholar
• Amabile, T. M., Collins, M. A., Conti, R., & Phillips, E. (1996). Creativity in context. Update to the social psychology of creativity. Westview Press Inc. https://doi.org/10.4324/9780429501234
   Google Scholar
• Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411.
   Google Scholar
• Ashforth, B. E. (1997). Petty tyranny in organizations: A preliminary examination of antecedents and consequences. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 14(2), 126–140. https://doi.org/10.1111/j.1936-4490.1997.tb00124.x
   Web of Science ®Google Scholar
• Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74–94. https://doi.org/10.1007/BF02723327
   Google Scholar
• Bigliardi, B., Petroni, A., & Dormio, A. I. (2005). Organizational socialization, career aspirations and turnover intentions among design engineers. Leadership & Organization Development Journal. https://doi.org/10.1108/01437730510617645
   Google Scholar
• Bolin, J. H. (2014). Introduction to mediation, moderation, and conditional process analysis: a regression-based approach. https://www.jstor.org/stable/24018134
   Google Scholar
• Bollen, K. A. (1989). A new incremental fit index for general structural equation models. Sociological Methods & Research, 17(3), 303–316. https://doi.org/10.1177%2F0049124189017003004
   Web of Science ®Google Scholar
• Burton, J. P., & Hoobler, J. M. (2006). Subordinate self-esteem and abusive supervision. Journal of Managerial Issues, 340–355. https://doi.org/10.2307/40604544
   Google Scholar
• Burton, W. H. (1930). Probable next steps in the progress of supervision. Educational Method, 9(401–405).
   Google Scholar
• Callan, H. (1970). Ethology and society: Towards an anthropological view.
   Google Scholar
• Camps, J., Stouten, J., Euwema, M., & De Cremer, D. (2020). Abusive supervision as a response to follower hostility: A moderated mediation model. Journal of Business Ethics, 164(3), 495–514. https://doi.org/10.1007/s10551-018-4058-0
   Web of Science ®Google Scholar
• Carmeli, A., & Weisberg, J. (2006). Exploring turnover intentions among three professional groups of employees. Human Resource Development International, 9(2), 191–206. https://doi.org/10.1080/13678860600616305
   Google Scholar
• Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of Management Review, 11(1), 55–70. https://doi.org/10.2307/258331
   Web of Science ®Google Scholar
• Creswell, J. W. (2003). Research design: Qualitative. Quantitative, and Mixed Methods.
   Google Scholar
• Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874–900. https://doi.org/10.1177%2F0149206305279602
   Web of Science ®Google Scholar
• De Clercq, D., Haq, I. U., & Azeem, M. U. (2020). When does job dissatisfaction lead to deviant behaviour? The critical roles of abusive supervision and adaptive humour. Australian Journal of Management, 45(2), 294–316. https://doi.org/10.1177/0312896219877679
   Web of Science ®Google Scholar
• Deci, E. L., Connell, J. P., & Ryan, R. M. (1989). Self-determination in a work organization. Journal of Applied Psychology, 74(4), 580. https://doi.org/10.1037/0021-9010.74.4.580
   Web of Science ®Google Scholar
• Dey, S. K., Khan, K. A., Tučkova, Z., & Jibril, A. B. (2020). Motivation among travel agents in India: The moderating role of employee’s expertise and marital status. Problems and Perspectives in Management, 18(2), 453. https://doi.org/10.21511/ppm.18(2).2020.37
   Google Scholar
• Dirican, A. H., & Erdil, O. (2020). Linking abusive supervision to job embeddedness: The mediating role of perceived organizational support. Current Psychology, 1–16. https://doi.org/10.1007/s12144-020-00716-1
   PubMed Web of Science ®Google Scholar
• Dysvik, A., & Kuvaas, B. (2010). Exploring the relative and combined influence of mastery approach goals and work intrinsic motivation on employee turnover intention. Personnel Review, 39(5), 622–638. https://doi.org/10.1108/00483481011064172
   Web of Science ®Google Scholar
• Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of convenience sampling and purposive sampling. American Journal of Theoretical and Applied Statistics, 5(1), 1–4. https://doi.org/10.11648/j.ajtas.20160501.11
   Google Scholar
• Frazier, M. L., & Bowler, W. M. (2015). Voice climate, supervisor undermining, and work outcomes: A group-level examination. Journal of Management, 41(3), 841–863. https://doi.org/10.1177%2F0149206311434533
   Web of Science ®Google Scholar
• Ghani, U., Teo, T., Li, Y., Usman, M., Islam, Z. U., Gul, H., Naeem, R. M., Bahadar, H., Yuan, J., & Zhai, X. (2020). Tit for tat: Abusive supervision and knowledge hiding-the role of psychological contract breach and psychological ownership. International Journal of Environmental Research and Public Health, 17(4), 1240. https://doi.org/10.3390/ijerph17041240
   PubMed Web of Science ®Google Scholar
• Gilbreath, B., & Benson, P. G. (2004). The contribution of supervisor behaviour to employee psychological well-being. Work & Stress, 18(3), 255–266. https://doi.org/10.1080/02678370412331317499
   Web of Science ®Google Scholar
• Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–178. https://doi.org/10.2307/2092623
   Web of Science ®Google Scholar
• Grandey, A. A., Kern, J. H., & Frone, M. R. (2007). Verbal abuse from outsiders versus insiders: Comparing frequency, impact on emotional exhaustion, and the role of emotional labor. Journal of Occupational Health Psychology, 12(1), 63. https://doi.org/10.1037/1076-8998.12.1.63
   PubMed Web of Science ®Google Scholar
• Grant, A. M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. Journal of Applied Psychology, 93(1), 48. https://doi.org/10.1037/0021-9010.93.1.48
   PubMed Web of Science ®Google Scholar
• Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488. https://doi.org/10.1177%2F014920630002600305
   Web of Science ®Google Scholar
• Guo, L., Zhao, H., Cheng, K., & Luo, J. (2020). The relationship between abusive supervision and unethical pro-organizational behavior: Linear or curvilinear? Leadership & Organization Development Journal, 41(3), 369–381. https://doi.org/10.1108/LODJ-05-2019-0214
   Web of Science ®Google Scholar
• Hackney, K. J., & Perrewé, P. L. (2018). A review of abusive behaviors at work: The development of a process model for studying abuse. Organizational Psychology Review, 8(1), 70–92. https://doi.org/10.1177/2041386618755724
   Web of Science ®Google Scholar
• Hair, J., Hollingsworth, C. L., Randolph, A. B., & Chong, A. Y. L. (2017). An updated and expanded assessment of PLS-SEM in information systems research. Industrial Management & Data Systems. https://doi.org/10.1108/IMDS-04-2016-0130
   Google Scholar
• Hair, J. F., Sarstedt, M., Pieper, T. M., & Ringle, C. M. (2012). The use of partial least squares structural equation modeling in strategic management research: A review of past practices and recommendations for future applications. Long Range Planning, 45(5–6), 320–340. https://doi.org/10.1016/j.lrp.2012.09.008
   Google Scholar
• Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM). European Business Review. https://doi.org/10.1108/EBR-10-2013-0128
   Google Scholar
• Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252–263. https://doi.org/10.1016/j.leaqua.2007.03.007
   Web of Science ®Google Scholar
• Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264–280. https://doi.org/10.1016/j.leaqua.2007.03.008
   Web of Science ®Google Scholar
• Hayes, A. F., & Rockwood, N. J. (2017). Regression-based statistical mediation and moderation analysis in clinical research: Observations, recommendations, and implementation. Behaviour Research and Therapy, 98, 39–57. https://doi.org/10.1016/j.brat.2016.11.001
   PubMed Web of Science ®Google Scholar
• Hofstede, G. (1980). Culture and organizations. International Studies of Management & Organization, 10(4), 15–41. https://doi.org/10.1080/00208825.1980.11656300
   Google Scholar
• Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley’s (1977) model of employee turnover. Organizational Behavior and Human Performance, 34(2), 141–174. https://doi.org/10.1016/0030-5073(84)90001-1
   PubMed Web of Science ®Google Scholar
• Jiwen song, L., Tsui, A. S., & Law, K. S. (2009). Unpacking employee responses to organizational exchange mechanisms: The role of social and economic exchange perceptions. Journal of Management, 35(1), 56–93. https://doi.org/10.1177/0149206308321544
   Web of Science ®Google Scholar
• Khalid, M., Bashir, S., Khan, A. K., & Abbas, N. (2018). When and how abusive supervision leads to knowledge hiding behaviors. Leadership & Organization Development Journal. https://doi.org/10.1108/LODJ-05-2017-0140
   Google Scholar
• Khan, A. K., Moss, S., Quratulain, S., & Hameed, I. (2018). When and how subordinate performance leads to abusive supervision: A social dominance perspective. Journal of Management, 44(7), 2801–2826. https://doi.org/10.1177%2F0149206316653930
   Web of Science ®Google Scholar
• Khan, S. (2015). Abusive supervision and negative employee outcomes: The moderating effects of intimidation and recognition. Journal of General Management, 41(1), 61–81. https://doi.org/10.1177%2F030630701504100105
   Google Scholar
• Khan, S., Kiazad, K., Sendjaya, S., & Cooper, B. R. (2017). Cross-level effects of abusive supervision climate. In Academy of management proceedings (Vol. 2017, No. 1, p. 15488). Briarcliff Manor, NY: Academy of Management. https://doi.org/10.5465/AMBPP.2017.15488abstract
   Google Scholar
• Khuwaja, U., Ahmed, D. K., Abid, G., & Adeel, A. (2020). Leadership and employee attitudes: The mediating role of perception of organizational politics. Cogent Business & Management, 7(1), 1720066. https://doi.org/10.1080/23311975.2020.1720066
   Web of Science ®Google Scholar
• Leana, C. R., & Meuris, J. (2015). Living to work and working to live: Income as a driver of organizational behavior. The Academy of Management Annals, 9(1), 55–95. https://doi.org/10.5465/19416520.2015.1007654
   Web of Science ®Google Scholar
• Lian, H., Ferris, D. L., Morrison, R., & Brown, D. J. (2014). Blame it on the supervisor or the subordinate? Reciprocal relations between abusive supervision and organizational deviance. Journal of applied psychology, 99(4), 651. https://doi.org/10.1037/a0035498
   Google Scholar
• Lin, W., Wang, L., & Chen, S. (2013). Abusive supervision and employee well‐being: The moderating effect of power distance orientation. Applied Psychology, 62(2), 308–329. https://doi.org/10.1111/j.1464-0597.2012.00520.x
   Web of Science ®Google Scholar
• Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity. Academy of Management Journal, 55(5), 1187–1212. https://doi.org/10.5465/amj.2010.0400
   Web of Science ®Google Scholar
• Lord, V. B. (1998). Characteristics of violence in state government. Journal of Interpersonal Violence, 13(4), 489–503. https://doi.org/10.1177/088626098013004005
   Web of Science ®Google Scholar
• Ma, J., Zhou, X., & Mu, Z. (2020). Can abusive supervision motivate customer-oriented service sabotage? A multilevel research. The Service Industries Journal, 1–22. https://doi.org/10.1080/02642069.2020.1715949
   Web of Science ®Google Scholar
• Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Abusive supervision: A meta-analysis and empirical review. Journal of Management, 43(6), 1940–1965. https://doi.org/10.1177/0149206315573997
   Web of Science ®Google Scholar
• Malik, A. H., Iqbal, M. Z., & Haq, M. I. U. (2020). Supervisees’ reactions to a concatenation of supervisors’ resource drain, ego depletion and abusive supervision. International Journal of Conflict Management, 1–22. Advace online publication. https://doi.org/10.1108/IJCMA-09-2019-0158
   Web of Science ®Google Scholar
• Martinko, M. J., Harvey, P., Brees, J., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior, 34(S1), 120–137. https://doi.org/10.1002/job.1888
   Web of Science ®Google Scholar
• Martinko, M. J., Harvey, P., Sikora, D., & Douglas, S. C. (2011). Perceptions of abusive supervision: The role of subordinates’ attribution styles. The Leadership Quarterly, 22(4), 751–764. https://doi.org/10.1016/j.leaqua.2011.05.013
   Web of Science ®Google Scholar
• Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and turnover intention: The mediating role of employee engagement. Global Business & Management Research, 6(3).
   Google Scholar
• Menges, J. I., Tussing, D. V., Wihler, A., & Grant, A. M. (2017). When job performance is all relative: How family motivation energizes effort and compensates for intrinsic motivation. Academy of Management Journal, 60(2), 695–719. https://doi.org/10.5465/amj.2014.0898
   Web of Science ®Google Scholar
• Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159. https://doi.org/10.1037/0021-9010.92.4.1159
   PubMed Web of Science ®Google Scholar
• Morsch, J., van Dijk, D., & Kodden, B. (2020). The Impact of Perceived Psychological Contract Breach, Abusive Supervision, and Silence on Employee Well-being. Journal of Applied Business and Economics, 22, 2. https://doi.org/10.33423/jabe.v22i2.2799
   Google Scholar
• Naz, N. (2020). Impact of Abusive Supervision on Employee Well-being with the Mediating Role of Perceived Job Insecurity and Moderating Role of Resilience [Doctoral dissertation]. CAPITAL UNIVERSITY.
   Google Scholar
• Neuman, J. H., & Baron, R. A. (1998). Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets. Journal of Management, 24(3), 391–419. https://doi.org/10.1177%2F014920639802400305
   Google Scholar
• Peltokorpi, V. (2019). Abusive supervision and emotional exhaustion: The moderating role of power distance orientation and the mediating role of interaction avoidance. Asia Pacific Journal of Human Resources, 57(3), 251–275.
   Web of Science ®Google Scholar
• Piccolo, R. F., & Colquitt, J. A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management Journal, 49(2), 327–340. https://doi.org/10.5465/amj.2006.20786079
   Web of Science ®Google Scholar
• Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism.. Psychological Bulletin, 80(2), 151. https://doi.org/10.1037/h0034829
   Web of Science ®Google Scholar
• Pradhan, S., & Jena, L. K. (2017). Effect of abusive supervision on employee’s intention to quit and the neutralizing role of meaningful work in Indian IT organizations. International Journal of Organizational Analysis, 25(5), 825–838. https://doi.org/10.1108/IJOA-01-2017-1107
   Web of Science ®Google Scholar
• Pradhan, S., Srivastava, A., & Jena, L. K. (2019). Abusive supervision and intention to quit: Exploring multi-mediational approaches. Personnel Review. https://doi.org/10.1108/PR-12-2018-0496
   Google Scholar
• Preacher, K. J., & Hayes, A. F. (2008a). Assessing mediation in communication research (pp. 13–54). London: The Sage Sourcebook of Advanced Data Analysis Methods for Communication Research.
   Google Scholar
• Preacher, K. J., & Hayes, A. F. (2008b). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879–891. https://doi.org/10.3758/BRM.40.3.879
   PubMed Web of Science ®Google Scholar
• Price, J. L. (1977). The study of turnover. Ames Iowa State University Press.
   Google Scholar
• Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: theory validation. European Journal of Training and Development. https://doi.org/10.1108/EJTD-May-2012-0015
   Google Scholar
• Ramdeo, S., & Singh, R. (2019). Abusive supervision, co-worker abuse and work outcomes: Procedural justice as a mediator. Evidence-based HRM, 7(3), 325–341. https://doi.org/10.1108/EBHRM-09-2018-0060
   Google Scholar
• Restubog, S. L. D.., Scott, K. L., & Zagenczyk, T. J. (2011). When distress hits home: The role of contextual factors and psychological distress in predicting employees' responses to abusive supervision. Journal of Applied Psychology, 96(4), 713–729. https://doi.org/10.1037/a0021593
   PubMed Web of Science ®Google Scholar
• Rice, D. B., Taylor, R., & Forrester, J. K. (2020). The unwelcoming experience of abusive supervision and the impact of leader characteristics: Turning employees into poor organizational citizens and future quitters. European Journal of Work and Organizational Psychology, 1–18. https://doi.org/10.1080/1359432X.2020.1737521
   Web of Science ®Google Scholar
• Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635. https://doi.org/10.5465/amj.2010.51468988
   Web of Science ®Google Scholar
• Richard, O. C., Boncoeur, O. D., Chen, H., & Ford, D. L. (2018). Supervisor abuse effects on subordinate turnover intentions and subsequent interpersonal aggression: The role of power-distance orientation and perceived human resource support climate. Journal of Business Ethics, 1(164), 1–15. https://doi.org/10.1007/s10551-018-4019-7
   Web of Science ®Google Scholar
• Richter, N. F., Cepeda-Carrión, G., Roldán Salgueiro, J. L., & Ringle, C. M. (2016). European management research using partial least squares structural equation modeling (PLS-SEM). European Management Journal, 34(6), 589–597.
   Google Scholar
• Ringle, C., Da Silva, D., & Bido, D. (2015). Structural equation modeling with the SmartPLS. Bido, D., da Silva, D., & Ringle, C.(2014). Structural Equation Modeling with the Smartpls. Brazilian Journal Of Marketing, 13(2). https://ssrn.com/abstract=2676422
   Google Scholar
• Roldán, J. L., & Sánchez-Franco, M. J. (2012). Variance-based structural equation modeling: Guidelines for using partial least squares in information systems research. In Research methodologies, innovations and philosophies in software systems engineering and information systems (pp. 193–221). IGI Global. https://doi.org/10.4018/978-1-4666-0179-6.ch010
   Google Scholar
• Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and wellbeing. American Psychologist, 55(1), 68. https://doi.org/10.1037/0003-066X.55.1.68
   PubMed Web of Science ®Google Scholar
• Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57(6), 1069.
   Web of Science ®Google Scholar
• Saunders, M., Lewis, P., & Thornhill, A. (2009). Research methods for business students. Pearson education.
   Google Scholar
• Shin, S. J., & Zhou, J. (2003). Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of Management Journal, 46(6), 703–714. https://doi.org/10.5465/30040662
   Web of Science ®Google Scholar
• Singh, R. (2019). I want to leave, but there is nowhere to go. International Journal of Organizational Analysis, 28(2), 474–487. https://doi.org/10.1108/IJOA-05-2019-1778
   Web of Science ®Google Scholar
• Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190. https://doi.org/10.5465/1556375 2 doi:10.2307/1556375
   Web of Science ®Google Scholar
• Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261–289. https://doi.org/10.1177%2F0149206307300812
   Web of Science ®Google Scholar
• Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis. Organizational behaviour and human decision processes, 109(2), 156–167. https://doi.org/10.1016/j.obhdp.2009.03.004
   Google Scholar
• Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59(1), 101–123. https://doi.org/10.1111/j.1744-6570.2006.00725.x
   Web of Science ®Google Scholar
• Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004). Moderators of the relationships between coworkers’ organizational citizenship behavior and fellow employees’ attitudes. Journal of Applied Psychology, 89(3), 455. https://doi.org/10.1037/0021-9010.89.3.455
   PubMed Web of Science ®Google Scholar
• Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moderators of the relationship between abusive supervision and subordinates' resistance. Journal of Applied Psychology, 86(5), 974. https://doi.org/10.1037/0021-9010.86.5.974
   Google Scholar
• Tepper, B. J., Moss, S. E., & Duffy, M. K. (2011). Predictors of abusive supervision: Supervisor perceptions of deep-level dissimilarity, relationship conflict, and subordinate performance. Academy of Management Journal, 54(2), 279–294. https://doi.org/10.5465/amj.2011.60263085
   Web of Science ®Google Scholar
• Tepper, B. J., Simon, L., & Park, H. M. (2017). Abusive supervision. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 123–152. https://doi.org/10.1146/annurev-orgpsych-041015-062539
   Google Scholar
• Walter, F., Lam, C. K., Van Der Vegt, G. S., Huang, X., & Miao, Q. (2015). Abusive supervision and subordinate performance: Instrumentality considerations in the emergence and consequences of abusive supervision. Journal of Applied Psychology, 100(4), 1056. https://doi.org/10.1037/a0038513
   Google Scholar
• Wong, K. K. K. (2013). Partial least squares structural equation modeling (PLS-SEM) techniques using SmartPLS. Marketing Bulletin, 24(1), 1–32.
   Web of Science ®Google Scholar
• Wu, T. Y. (2008). Abusive supervision and emotional exhaustion: The mediating effects of subordinate justice perception and emotional labor. Chinese Journal of Psychology.
   Google Scholar
• Wu, X., Kwan, H. K., Ma, Y., Lai, G., & Yim, F. H. K. (2020). Lone wolves reciprocate less deviance: A moral identity model of abusive supervision. The International Journal of Human Resource Management, 31(7), 859–885. https://doi.org/10.1080/09585192.2017.1384929
   Web of Science ®Google Scholar
• Xu, S., Martinez, L. R., Van Hoof, H., Tews, M., Torres, L., & Farf_an, K. (2018). The impact of abusive supervision and co-worker support on hospitality and tourism student employees’ turnover intentions in Ecuador. Current Issues in Tourism, 21(7), 775–790. https://doi.org/10.1080/13683500.2015.1076771
   Web of Science ®Google Scholar
• Yagil, D. (2006). The relationship of abusive and supportive workplace supervision to employee burnout and upward influence tactics. Journal of Emotional Abuse, 6(1), 49–65. https://doi.org/10.1300/J135v06n01_03
   Google Scholar
• Yan, X., Wang, Z., Su, J., & Luo, Z. (2020). Relationship between core self-evaluations and team identification: The perception of abusive supervision and work engagement. Current Psychology, 39(1), 121–127. https://doi.org/10.1007/s12144-017-9749-7
   Web of Science ®Google Scholar
• Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates’ organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068. https://doi.org/10.1037/0021-9010.87.6.1068
   PubMed Web of Science ®Google Scholar
• Zhang, H., Kwan, H. K., Zhang, X., & Wu, L. Z. (2014). High core self-evaluators maintain creativity: A motivational model of abusive supervision. Journal of Management, 40(4), 1151–1174. https://doi.org/10.1177%2F0149206312460681
   Web of Science ®Google Scholar
• Zhang, X., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1), 107–128. https://doi.org/10.5465/amj.2010.48037118
   Web of Science ®Google Scholar
• Zhang, Y., & Liao, Z. (2015). Consequences of abusive supervision: A meta-analytic review. Asia Pacific Journal of Management, 32(4), 959–987. https://doi.org/10.1007/s10490-015-9425-0
   Web of Science ®Google Scholar