When Core Self-Evaluations Influence Employees’ Deviant Reactions to Abusive Supervision: The Moderating Role of Cognitive Ability

Donald H. Kluemper (), Kevin W. Mossholder (), Dan Ispas (), Mark N. Bing, Dragos Iliescu () and Alexandra Ilie ()
Additional contact information
Donald H. Kluemper: University of Illinois at Chicago
Kevin W. Mossholder: Auburn University
Dan Ispas: Illinois State University
Mark N. Bing: University of Mississippi
Dragos Iliescu: University of Bucharest
Alexandra Ilie: Illinois State University

Journal of Business Ethics, 2019, vol. 159, issue 2, No 9, 435-453

Abstract: Abstract Viewing workplace deviance within a victim precipitation framework, we explore how abusive supervisors target subordinates low in core self-evaluations (CSE) to explain when such employees respond by engaging in workplace deviance. We theorize that employees who are lower in CSE receive more abusive supervision, which generates subsequent harmful reactions toward supervisors, peers, and the organization. This occurs primarily when employees lack sufficient cognitive resources in dealing with supervisor abuse. We test, replicate, and extend our theoretical model in three empirical studies. Results demonstrate that lower employee CSE drew more abusive supervision and led low-CSE employees to exhibit workplace deviance. This abusive supervision mediation effect was stronger for employees with comparatively lower cognitive ability levels. The findings are discussed with regard to theoretical and ethical issues in confronting employee abuse.

Keywords: Core self-evaluations; Abusive supervision; Deviance; Cognitive ability; Moderated mediation (search for similar items in EconPapers)
Date: 2019
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Citations: View citations in EconPapers (4)

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DOI: 10.1007/s10551-018-3800-y

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