The role of cognitive processes and individual differences in the relationship between abusive supervision and employee career satisfaction

• Abusive supervision is negatively related to career satisfaction via career self-efficacy.
• Employees' organizational tenure moderates the relationship between abusive supervision and career self-efficacy.
• The relationship between abusive supervision and career self-efficacy is moderated by employees' proactive personality

This study extends the career management literature by testing the relationship between abusive supervision and career satisfaction. Drawing from social cognitive perspective, we examine whether career self-efficacy mediates the linkage between abusive supervision and career satisfaction. Following the substitutes for leadership perspective, we investigate how organizational tenure and proactive personality moderate this mediated relationship. Data from a two-wave study indicates that career self-efficacy mediates the relationship between abusive supervision and career satisfaction. In addition, organizational tenure and proactive personality attenuate the main effect of abusive supervision and the indirect effect of career self-efficacy. The findings provide new insights into abusive supervision, career management, and personality research.