Peng, Y., Xu, X., & Matthews, R. (2020). Older and less deviant reactions to abusive supervision? A moderated mediation model of age and cognitive reappraisal. Work, Aging and Retirement, 1-11. Web.
This article deals with the effects of abusive supervision on the performance of employees pertaining to different age groups. Peng, Xu, and Matthews (2020) claim that the current workforce is characterized by a considerable degree of diversity in terms of age. The authors hypothesized that people of diverse ages responded differently to abusive supervision. The socioemotional selectivity theory was the guiding theoretical framework for this study. The researchers measured workplace deviance and cognitive reappraisal as the central effects of abusive supervision in people of different ages. The sample of the study was rather limited and included 614 adult employees. The age of the participants ranged from 20 to 73 years old. It was found that age influenced the outcomes of abusive supervision. Cognitive reappraisal proved to have a mediating effect on abusive supervision. Older employees had emotional competencies that were instrumental in mitigating the impact of abusive supervision.
This article is a valuable source for the present research because it highlights an important aspect of diversity in relation to abusive supervision. The employees of transportation companies are diverse in terms of age, so it is important to understand the differences (if any) in the way they respond to abusive supervision.
Wu, T. Y., Chung, P. F., Liao, H. Y., Hu, P. Y., & Yeh, Y. J. (2019). Role ambiguity and economic hardship as the moderators of the relation between abusive supervision and job burnout: An application of uncertainty management theory. The Journal of General Psychology, 146(4), 365-390. Web.
This article dwells upon the effects of abusive supervision with a focus on the transportation industry. The researchers concentrated on the mediating roles of economic issues and uncertainty in the occurrence of negative outcomes of abusive supervision. Wu, Chung, Liao, Hu, and Yeh (2019) found that abusive supervision intensified burnout if employees perceived higher role uncertainty or higher economic hardship. The participants of this study were employees of a transportation company, including drivers (over 49%), administration personnel (almost 22%), and logistics staff (approximately 7%). The researchers emphasized that higher role ambiguity increased employees’ attention to injustice associated with abusive supervision. This article is based on the analysis of the functioning of a Chinese company. These findings will be analyzed in terms of the differences between Asian and Western countries explored in other studies.
This article is a valuable source for the present study as it provides insights into the impact of abusive supervision in a transportation company. Although employees of all types of companies operating in diverse industries experience abusive supervision, their responses can differ across industries. The researchers used the uncertainty management theory, which can also be employed in the present project.
Zhang, J., & Liu, J. (2018). Is abusive supervision an absolute devil? Literature review and research agenda. Asia Pacific Journal of Management, 35(3), 719-744. Web.
This source presents a meta-analysis of the recent literature on the effects of abusive supervision. Zhang and Liu (2018) stressed that researchers tended to utilize quantitative methodologies while qualitative data was equally important for the understanding of the issue. The researchers reviewed 48 studies that included both quantitative and qualitative data. The authors provided a qualitative analysis and identified six major trends concerning the effects of abusive supervision. These constructs include team-level climate, abusive behaviors inconsistency, reciprocity, coworker effects, the comparison of objective and perceived behaviors, as well as differences between theoretical perspectives. Zhang and Liu (2018) also noted that cultural peculiarities (with a focus on Asian and Western cultures) played an important role in shaping the effects of abusive supervision.
This source is valuable as it provides qualitative data regarding the outcomes of abusive supervision. The findings can be instrumental in developing interview questions and guiding the present project. It is possible to use the categories identified by Zhang and Liu (2018) to guide the interviews and explore the views of the participants.