An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship

This study examines the abusive supervision–job performance relationship with job performance measured using formal performance appraisal ratings, supervisor ratings, and self-ratings. Additionally, we predict that the meaning one gains from work moderates these relationships. We used a sample composed of supervisor–subordinate dyads from an automotive organization to investigate our hypotheses. Results show that abusive supervision is negatively related to two of the three performance ratings (i.e., formal and supervisor ratings) and that the meaning of work moderated all three of these relationships. Strengths, limitations, practical implications, and directions for future research are provided.