| Article ID | Journal | Published Year | Pages | File Type |
|---|---|---|---|---|
| 10439563 | The Leadership Quarterly | 2013 | 14 Pages |
Abstract
In this study we test a model of workplace interactional injustice, abusive supervision, and subordinate outcomes (work-family conflict and job performance) using affect to explain behavior. In a sample of 200 full-time workers from various industries, their supervisors, and workers' family members, for a total sample of 600 respondents, we position state negative affect as the explanatory mechanism for both how supervisors' perceptions of injustice are associated with subordinates' perceptions of abusive supervision, and also how abusive supervision, in turn, may be associated with subordinates' job performance and their family members' perceptions of work-family conflict. Organizational justice theory underpins our model.
Related Topics
Social Sciences and Humanities
Business, Management and Accounting
Business and International Management
Authors
Jenny M. Hoobler, Jia Hu,