An eye for an eye: does subordinates' negative workplace gossip lead to supervisor abuse?. Issue 1 (1st November 2019)

• Record Type: Journal Article
• Authors: Naeem, Muhammad; Weng, Qingxiong (Derek); Ali, Ahmed; Hameed, Zahid
• Is Part Of: Personnel review. Volume 49:Issue 1(2020)
• Page Start: 284
• Page End: 302
• Publication Date: 2019-11-01
• Subjects: Quantitative -- Negative emotions -- Emotional regulation -- Abusive supervisor -- Negative workplace gossip; Personnel management -- Periodicals; 658.3005
• DOI: 10.1108/PR-05-2018-0174
• Languages: English
• ISSNs: 0048-3486

Abstract

Abstract : Purpose: Drawing upon affective events theory, the authors propose that the subordinates' negative gossip acts as a targeting affective event which leads to supervisor negative emotions. In turn, such negative emotions provoke supervisors to exhibit abusive behavior toward their subordinates. Additionally, the authors propose that an affective dispositional factor, namely, supervisor emotional regulation, moderates the hypothesized relationships. Using multisource data and a moderated-mediation model, the authors find that the supervisor's perception of the subordinates' negative workplace gossip is associated with abusive supervision through the supervisor's negative emotions. Moreover, the supervisor's emotional regulation mitigates the relationship between such negative gossip and the supervisor's negative emotions. The paper aims to discuss this issue. Design/methodology/approach: Data were collected from employees (e.g. subordinates) and their immediate supervisors in organizations representing a variety of industries (e.g. finance, health care, information technology, public safety and human services) located in three cities in China. Respondents were recruited from different professional online forums with the offer of free movie tickets in return for participation. Findings: Using multisource data and a moderated-mediation model, the authors find that the supervisor's perception of the subordinates' negative workplace gossip is associated with abusive supervision through the supervisor's negative emotions. Moreover, the supervisor's emotional regulation mitigates the relationship between such negative gossip and the supervisor's negative emotions, but not the relationship between the supervisor's negative emotions and abusive supervision. Research limitations/implications: Like all studies, the current one is not without limitations. First, the data were collected using a cross-sectional research design, which limits the interference of causality among the hypothesized relationships in the model. Future research work should apply alternative research designs such as a daily diary or longitudinal data collection (Shadish et al., 2002), in order to support the validity of the study. Practical implications: In practical terms, abusive supervision is recognized as a destructive workplace behavior that is costly to organizations (Mackey et al., 2017; Martinko et al., 2013). Thus, it is important for organizational management and practitioners to understand the reasons why supervisors exhibit abusive behavior toward subordinates. Social implications: Through this study, higher management must understand harmful effects of subordinates' workplace negative gossip, it must be recognized as other types of workplace mistreatment (rudeness and incivility), establishment and enforcement of the code of conduct can prevent negative workplace gossip prevalence in the workplace. Originality/value: This study has contributed to the organizational behavior literature in several aspects. First, most studies have examined the consequences of abusive supervisor through subordinates victimization, current study contributes in the ongoing stream of research by examining antecedents of abusive supervision through subordinates' social victimization (e.g. negative workplace gossip) of supervisors.