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題名 恨鐵不成鋼規範對不當督導及意圖歸因的調節效果
The Moderating Effect of the Chastening Norm on the Relationship between Abusive Supervision and Attribution of Intentionality
作者 王中豫
Wang, Chung Yu
貢獻者 胡昌亞
Hu, Chang Ya
王中豫
Wang, Chung Yu
關鍵詞 主動不當督導
被動不當督導
意圖歸因
恨鐵不成鋼規範
active-aggressive abusive supervision
passive-aggressive abusive supervision
attribution of intentionality
chastening norm
日期 2012
上傳時間 22-Jul-2013 17:17:14 (UTC+8)
摘要 近期，學者已經開始將意圖歸因應用於不當督導研究中，然而，尚未有研究檢視不當督導與意圖歸因的直接關係以及可能的調節效果。因此，本研究將檢視不當督導中兩個次面向（主動與被動不當督導）與兩種意圖歸因（表現提升與造成傷害歸因）之間的關係，接著進一步檢視恨鐵不成鋼規範所可能產生的調節效果。本研究在刪除不完整填答以及在主動與被動不當督導上回答1的樣本後，共得到152份有效回應，並利用階層回歸來檢驗研究假設。研究結果發現：1）主動不當督導與造成傷害歸因間有正向連結，2）而被動不當督導則與表現提升歸因間有負向連結，3）恨鐵不成鋼規範則負向調節被動不當督導與表現提升歸因之間的關係。本研究最末亦探討不當督導的兩個次面向與兩種意圖歸因理論上的貢獻與限制，以及所得結果在管理實務上的應用。
Recently, scholars have started to consider the role of attribution of intentionality in the research of abusive supervision. However, no study has examined the direct relationship between abusive supervision and attribution of intentionality or the moderators of this relationship. To address this gap in the research, this study first examined the relationship between two sub-dimensions of abusive supervision (active-aggressive and passive-aggressive) and two types of attribution of intentionality (injury initiation and performance promotion). Additionally, this research examined the moderation effect of the chastening norm on both relationships. This study received 152 responses, which excludes incomplete samples and respondents who indicated 1 on active- or passive-aggressive abusive supervision. Hierarchal multiple regression was used to analyze the data. This study found that active-aggressive abusive supervision was positively related to the injury initiation motive and passive-aggressive abusive supervision was negatively related to the performance promotion motive. Furthermore, the chastening norm negatively moderated the relationship between passive-aggressive abusive supervision and performance promotion motive. The implications of this study for managers, along with future research for sub-dimensions of abusive supervision and attribution of intentionality, are discussed herein.
參考文獻 Aarts, H., Dijksterhuis, A., & Custers, R. (2003). Automatic normative behavior in environments: The moderating role of conformity in activating situational norms. Social Cognition, 21(6), 447-464.
Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
Alexander, C. N., Jr., & Gordon, W. K. (1971). Situated identities and social psychological experimentation. Sociometry, 34(1), 65-82.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological bulletin, 103(3), 411.
Baron, I. L., & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Björkqvist, K. (1994). Sex differences in physical, verbal, and indirect aggression: A review of recent research. Sex Roles, 30(3-4), 177-188.
Breaux, D. M., Perrewe, P. L., Hall, A. T., Frink, D. D., & Hochwarter, W. A. (2008). Time to try a little tenderness? The detrimental effects of accountability when coupled with abusive supervision. Journal of Leadership & Organizational Studies, 15(2), 111-122.
Breaux, D. M., Tepper, B. J., Carr, J. C., & Folger, R. G. (2010). An attributional analysis of employees` responses to abusive supervision. In L. L. Neider & C. A. Schriesheim (Eds.), L. L. Neider & C. A. Schriesheim, The" dark" side of management (pp. 69-92). Charlotte, NC: Information Age Publishing.
Brislin, R. (1980). Translation and content analysis of oral and written material. In H. C. Triandis & J. W. Berry (Eds.), Handbook of cross-culture psychology (Vol. 2, pp. 389-444). Boston: Allyn & Bacon.
Card, N. A., Stucky, B. D., Sawalani, G. M., & Little, T. D. (2008). Direct and indirect aggression during childhood and adolescence: A meta-analytic review of gender differences, intercorrelations, and relations to maladjustment. Child Development, 79(5), 1185-1229.
Chen, Y.-C., Tsai, W.-C., & Hu, C. (2008). The influences of interviewer-related and situational factors on interviewer reactions to high structured job interviews. The International Journal of Human Resource Management, 19(6), 1056-1071.
Chou, W.-J., Chou, L.-F., Cheng, B.-S., & Jen, C.-K. (2010). Juan-chiuan and shang-yan: The components of authoritarian leadership. Psychological Research in Chinese Societies.
Dasborough, M. T., & Ashkanasy, N. M. (2002). Emotion and attribution of intentionality in leader-member relationships. The Leadership Quarterly, 13(5), 615-634.
Dasborough, M. T., & Ashkanasy, N. M. (2004). Follower attributions of leader manipulative and sincere intentionality. In M. J. Martinko (Ed.), Attribution Theory in the Organizational Sciences: Theoretical and Empirical Contributions (pp. 203-224). Charlotte, NC: Information Age Publishing Inc.
Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. The Academy of Management Journal, 45(2), 331-351.
Farh, J.-L., & Cheng, B.-S. (1997). Modesty bias in self-rating in Taiwan: Impact of item wording, modesty value, and self-esteem. Chinese Journal of Psychology.
Fedor, D. F. (1991). Recipient responses to performance feedback: a proposed model and its implications. In G. R. Ferris & K. M. Rowland (Eds.), Research in personnel and human resources management (Vol. 9, pp. 73-120). Greenwich, CT: JAI Press.
Ferris, G. R., Bhawuk, D. P. S., Fedor, D. F., & Judge, T. A. (1995). Organizational politics and citizenship: attributions of intentionality and construct definition. In M. J. Martinko (Ed.), Advances in attribution theory: an organizational perspective (pp. 231-252). Delray Beach, FL: St. Lucie Press.
Fisher, C. D. (2000). Mood and emotions while working: Missing pieces of job satisfaction? [Article]. Journal of Organizational Behavior, 21(2), 185.
Forrest, S., Eatough, V., & Shevlin, M. (2005). Measuring adult indirect aggression: The development and psychometric assessment of the indirect aggression scales. Aggressive Behavior, 31(1), 84-97.
Gorsuch, R. L. (1983). Factor analysis. Hillsdale, N.J.: L. Erlbaum Associates.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252-263.
Hayes, A. F., & Preacher, K. J. (2010). Quantifying and testing indirect effects in simple mediation models when the constituent paths are nonlinear. Multivariate Behavioral Research, 45, 627-660.
Heider, F. (1958). The psychology of interpersonal relations. New York: Wiley.
Hinkin, T. R. (1998). A brief tutorial on the development of measures for use in survey questionnaires. Organizational Research Methods, 1(1), 104-121.
Kaiser, H. F. (1974). An index of factorial simplicity. Psychometrika, 39(1), 31-36.
Kaukiainen, A., Björkqvist, K., Lagerspetz, K., Österman, K., Salmivalli, C., Rothberg, S., & Ahlbom, A. (1999). The relationships between social intelligence, empathy, and three types of aggression. Aggressive Behavior, 25(2), 81-89.
Levine, T. R., Anders, L. N., Banas, J., Baum, K. L., Endo, K., Hu, A. D. S., & Wong, N. C. H. (2000). Norms, expectations, and deception: A norm violation model of veracity judgments. Communication Monographs, 67(2), 123-137.
Lin, W. Y., & Wang, J. W. (1995). The parenting style of Chinese parents: Chastening style or beating style. Indigenous Psychological Research in Chinese Societies(3), 2-92.
Lissitz, R. W., & Green, S. B. (1975). Effect of the number of scale points on reliability: A Monte Carlo approach. Journal of Applied Psychology, 60, 10-13.
Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity. Academy of Management.
Lord, R. G., & Smith, J. E. (1983). Theoretical, information processing, and situational factors affecting attribution theory models of organizational behavior. The Academy of Management Review, 8(1), 50-60.
Martinko, M. J., Harvey, P., & Douglas, S. C. (2007). The role, function, and contribution of attribution theory to leadership: A review. The Leadership Quarterly, 18(6), 561-585. doi:10.1016/j.leaqua.2007.09.004
Martinko, M. J., Harvey, P., Sikora, D., & Douglas, S. C. (2011). Perceptions of abusive supervision: The role of subordinates` attribution styles. The Leadership Quarterly, 22(4), 751-764.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs [Article]. Journal of Applied Psychology, 92(4), 1159-1168.
Neuman, J. H., & Baron, R. A. (1997). Aggression in the workplace. In R. A. Giacalone & J. Greenberg (Eds.), Antisocial behavior in organizations (pp. 37-67). Thousand Oaks, CA: Sage.
Pakaslahti, L., & Keltikangas-Jarvinen, L. (2000). Comparison of peer, teacher and self-assessments on adolescent direct and indirect aggression. Educational Psychology, 20(2), 177-190.
Porter, L. W., Allen, R. W., & Angle, H. L. (1981). The politics of upward influence in organizations. In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior (Vol. 3, pp. 109-149). Greenwich, Conn.: JAI Press.
Ralston, D. A., & Elsass, P. M. (1989). Ingratiation and impression management in the organization. In R. A. Giacalone & P. Rosenfeld (Eds.), Impression management in the organization (pp. 235-249). Hillsdale, N.J.: Lawrence Erlbaum.
Salmivalli, C., & Kaukiainen, A. (2004). “Female aggression” revisited: Variable- and person-centered approaches to studying gender differences in different types of aggression. Aggressive Behavior, 30(2), 158-163.
Stein, N. L., & Levine, L. J. (1989). The causal organisation of emotional knowledge: A developmental study. Cognition & Emotion, 3(4), 343-378.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.
Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis. Organizational Behavior and Human Decision Processes, 109(2), 156-167.
Tepper, B. J., Duffy, M. K., & Breaux-Soignet, D. M. (2012). Abusive supervision as political activity: Distinguishing impulsive and strategic expressions of downward hostility. In G. R. Ferris & D. C. Treadway (Eds.), Politics in Organizations: Theory and Research Considerations (pp. 191-212). New York, N.Y.: Taylor & Francis Group.
Tepper, B. J., Moss, S. E., & Duffy, M. K. (2011). Predictors of abusive supervision: Supervisor perceptions of deep-level dissimilarity, relationship conflict, and subordinate performance. Academy of Management, 54(2), 279-294.
Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: the PANAS scales. Journal of Personality and Social Psychology, 54(6), 1063.
Wu, T. Y., & Hu, C. (2009). Abusive supervision and employee emotional exhaustion dispositional antecedents and boundaries. Group & Organization Management, 34(2), 143-169.
描述 碩士
國立政治大學
心理學研究所
99752016
101
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0099752016
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.advisor Hu, Chang Yaen_US
dc.contributor.author (Authors) 王中豫zh_TW
dc.contributor.author (Authors) Wang, Chung Yuen_US
dc.creator (作者) 王中豫zh_TW
dc.creator (作者) Wang, Chung Yuen_US
dc.date (日期) 2012en_US
dc.date.accessioned 22-Jul-2013 17:17:14 (UTC+8)-
dc.date.available 22-Jul-2013 17:17:14 (UTC+8)-
dc.date.issued (上傳時間) 22-Jul-2013 17:17:14 (UTC+8)-
dc.identifier (Other Identifiers) G0099752016en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/58972-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學研究所zh_TW
dc.description (描述) 99752016zh_TW
dc.description (描述) 101zh_TW
dc.description.abstract (摘要) 近期，學者已經開始將意圖歸因應用於不當督導研究中，然而，尚未有研究檢視不當督導與意圖歸因的直接關係以及可能的調節效果。因此，本研究將檢視不當督導中兩個次面向（主動與被動不當督導）與兩種意圖歸因（表現提升與造成傷害歸因）之間的關係，接著進一步檢視恨鐵不成鋼規範所可能產生的調節效果。本研究在刪除不完整填答以及在主動與被動不當督導上回答1的樣本後，共得到152份有效回應，並利用階層回歸來檢驗研究假設。研究結果發現：1）主動不當督導與造成傷害歸因間有正向連結，2）而被動不當督導則與表現提升歸因間有負向連結，3）恨鐵不成鋼規範則負向調節被動不當督導與表現提升歸因之間的關係。本研究最末亦探討不當督導的兩個次面向與兩種意圖歸因理論上的貢獻與限制，以及所得結果在管理實務上的應用。zh_TW
dc.description.abstract (摘要) Recently, scholars have started to consider the role of attribution of intentionality in the research of abusive supervision. However, no study has examined the direct relationship between abusive supervision and attribution of intentionality or the moderators of this relationship. To address this gap in the research, this study first examined the relationship between two sub-dimensions of abusive supervision (active-aggressive and passive-aggressive) and two types of attribution of intentionality (injury initiation and performance promotion). Additionally, this research examined the moderation effect of the chastening norm on both relationships. This study received 152 responses, which excludes incomplete samples and respondents who indicated 1 on active- or passive-aggressive abusive supervision. Hierarchal multiple regression was used to analyze the data. This study found that active-aggressive abusive supervision was positively related to the injury initiation motive and passive-aggressive abusive supervision was negatively related to the performance promotion motive. Furthermore, the chastening norm negatively moderated the relationship between passive-aggressive abusive supervision and performance promotion motive. The implications of this study for managers, along with future research for sub-dimensions of abusive supervision and attribution of intentionality, are discussed herein.en_US
dc.description.tableofcontents Table of Contents ...III
List of Figures ...IV
List of Tables ...V
Chapter 1 ...1
Chapter 2 ...7
Attribution of intentionality ...7
Abusive supervision ...11
Relationship between sub-dimensions of abusive supervision and two types of attribution of intentionality ...13
The moderation effect of situational norms: The chastening norm ...15
Chapter 3 ...22
Sample and procedure ...22
Scale development for the chastening norm ...24
Measures ...26
Analyses ...28
Chapter 4 ...30
Correlation analysis ...31
The main effect of sub-dimensions of abusive supervision on two types of attribution of intentionality ...33
The moderating effect of the chastening norm ...35
Chapter 5 ...38
Theoretical implications ...42
Practical implications ...43
Limitations and suggestions for future research ...44
References ...48
Appendix ...54		zh_TW
dc.format.extent 594998 bytes-
dc.format.mimetype application/pdf-
dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0099752016en_US
dc.subject (關鍵詞) 主動不當督導zh_TW
dc.subject (關鍵詞) 被動不當督導zh_TW
dc.subject (關鍵詞) 意圖歸因zh_TW
dc.subject (關鍵詞) 恨鐵不成鋼規範zh_TW
dc.subject (關鍵詞) active-aggressive abusive supervisionen_US
dc.subject (關鍵詞) passive-aggressive abusive supervisionen_US
dc.subject (關鍵詞) attribution of intentionalityen_US
dc.subject (關鍵詞) chastening normen_US
dc.title (題名) 恨鐵不成鋼規範對不當督導及意圖歸因的調節效果zh_TW
dc.title (題名) The Moderating Effect of the Chastening Norm on the Relationship between Abusive Supervision and Attribution of Intentionalityen_US
dc.type (資料類型) thesisen
dc.relation.reference (參考文獻) Aarts, H., Dijksterhuis, A., & Custers, R. (2003). Automatic normative behavior in environments: The moderating role of conformity in activating situational norms. Social Cognition, 21(6), 447-464.
Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
Alexander, C. N., Jr., & Gordon, W. K. (1971). Situated identities and social psychological experimentation. Sociometry, 34(1), 65-82.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological bulletin, 103(3), 411.
Baron, I. L., & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Björkqvist, K. (1994). Sex differences in physical, verbal, and indirect aggression: A review of recent research. Sex Roles, 30(3-4), 177-188.
Breaux, D. M., Perrewe, P. L., Hall, A. T., Frink, D. D., & Hochwarter, W. A. (2008). Time to try a little tenderness? The detrimental effects of accountability when coupled with abusive supervision. Journal of Leadership & Organizational Studies, 15(2), 111-122.
Breaux, D. M., Tepper, B. J., Carr, J. C., & Folger, R. G. (2010). An attributional analysis of employees` responses to abusive supervision. In L. L. Neider & C. A. Schriesheim (Eds.), L. L. Neider & C. A. Schriesheim, The" dark" side of management (pp. 69-92). Charlotte, NC: Information Age Publishing.
Brislin, R. (1980). Translation and content analysis of oral and written material. In H. C. Triandis & J. W. Berry (Eds.), Handbook of cross-culture psychology (Vol. 2, pp. 389-444). Boston: Allyn & Bacon.
Card, N. A., Stucky, B. D., Sawalani, G. M., & Little, T. D. (2008). Direct and indirect aggression during childhood and adolescence: A meta-analytic review of gender differences, intercorrelations, and relations to maladjustment. Child Development, 79(5), 1185-1229.
Chen, Y.-C., Tsai, W.-C., & Hu, C. (2008). The influences of interviewer-related and situational factors on interviewer reactions to high structured job interviews. The International Journal of Human Resource Management, 19(6), 1056-1071.
Chou, W.-J., Chou, L.-F., Cheng, B.-S., & Jen, C.-K. (2010). Juan-chiuan and shang-yan: The components of authoritarian leadership. Psychological Research in Chinese Societies.
Dasborough, M. T., & Ashkanasy, N. M. (2002). Emotion and attribution of intentionality in leader-member relationships. The Leadership Quarterly, 13(5), 615-634.
Dasborough, M. T., & Ashkanasy, N. M. (2004). Follower attributions of leader manipulative and sincere intentionality. In M. J. Martinko (Ed.), Attribution Theory in the Organizational Sciences: Theoretical and Empirical Contributions (pp. 203-224). Charlotte, NC: Information Age Publishing Inc.
Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. The Academy of Management Journal, 45(2), 331-351.
Farh, J.-L., & Cheng, B.-S. (1997). Modesty bias in self-rating in Taiwan: Impact of item wording, modesty value, and self-esteem. Chinese Journal of Psychology.
Fedor, D. F. (1991). Recipient responses to performance feedback: a proposed model and its implications. In G. R. Ferris & K. M. Rowland (Eds.), Research in personnel and human resources management (Vol. 9, pp. 73-120). Greenwich, CT: JAI Press.
Ferris, G. R., Bhawuk, D. P. S., Fedor, D. F., & Judge, T. A. (1995). Organizational politics and citizenship: attributions of intentionality and construct definition. In M. J. Martinko (Ed.), Advances in attribution theory: an organizational perspective (pp. 231-252). Delray Beach, FL: St. Lucie Press.
Fisher, C. D. (2000). Mood and emotions while working: Missing pieces of job satisfaction? [Article]. Journal of Organizational Behavior, 21(2), 185.
Forrest, S., Eatough, V., & Shevlin, M. (2005). Measuring adult indirect aggression: The development and psychometric assessment of the indirect aggression scales. Aggressive Behavior, 31(1), 84-97.
Gorsuch, R. L. (1983). Factor analysis. Hillsdale, N.J.: L. Erlbaum Associates.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252-263.
Hayes, A. F., & Preacher, K. J. (2010). Quantifying and testing indirect effects in simple mediation models when the constituent paths are nonlinear. Multivariate Behavioral Research, 45, 627-660.
Heider, F. (1958). The psychology of interpersonal relations. New York: Wiley.
Hinkin, T. R. (1998). A brief tutorial on the development of measures for use in survey questionnaires. Organizational Research Methods, 1(1), 104-121.
Kaiser, H. F. (1974). An index of factorial simplicity. Psychometrika, 39(1), 31-36.
Kaukiainen, A., Björkqvist, K., Lagerspetz, K., Österman, K., Salmivalli, C., Rothberg, S., & Ahlbom, A. (1999). The relationships between social intelligence, empathy, and three types of aggression. Aggressive Behavior, 25(2), 81-89.
Levine, T. R., Anders, L. N., Banas, J., Baum, K. L., Endo, K., Hu, A. D. S., & Wong, N. C. H. (2000). Norms, expectations, and deception: A norm violation model of veracity judgments. Communication Monographs, 67(2), 123-137.
Lin, W. Y., & Wang, J. W. (1995). The parenting style of Chinese parents: Chastening style or beating style. Indigenous Psychological Research in Chinese Societies(3), 2-92.
Lissitz, R. W., & Green, S. B. (1975). Effect of the number of scale points on reliability: A Monte Carlo approach. Journal of Applied Psychology, 60, 10-13.
Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity. Academy of Management.
Lord, R. G., & Smith, J. E. (1983). Theoretical, information processing, and situational factors affecting attribution theory models of organizational behavior. The Academy of Management Review, 8(1), 50-60.
Martinko, M. J., Harvey, P., & Douglas, S. C. (2007). The role, function, and contribution of attribution theory to leadership: A review. The Leadership Quarterly, 18(6), 561-585. doi:10.1016/j.leaqua.2007.09.004
Martinko, M. J., Harvey, P., Sikora, D., & Douglas, S. C. (2011). Perceptions of abusive supervision: The role of subordinates` attribution styles. The Leadership Quarterly, 22(4), 751-764.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs [Article]. Journal of Applied Psychology, 92(4), 1159-1168.
Neuman, J. H., & Baron, R. A. (1997). Aggression in the workplace. In R. A. Giacalone & J. Greenberg (Eds.), Antisocial behavior in organizations (pp. 37-67). Thousand Oaks, CA: Sage.
Pakaslahti, L., & Keltikangas-Jarvinen, L. (2000). Comparison of peer, teacher and self-assessments on adolescent direct and indirect aggression. Educational Psychology, 20(2), 177-190.
Porter, L. W., Allen, R. W., & Angle, H. L. (1981). The politics of upward influence in organizations. In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior (Vol. 3, pp. 109-149). Greenwich, Conn.: JAI Press.
Ralston, D. A., & Elsass, P. M. (1989). Ingratiation and impression management in the organization. In R. A. Giacalone & P. Rosenfeld (Eds.), Impression management in the organization (pp. 235-249). Hillsdale, N.J.: Lawrence Erlbaum.
Salmivalli, C., & Kaukiainen, A. (2004). “Female aggression” revisited: Variable- and person-centered approaches to studying gender differences in different types of aggression. Aggressive Behavior, 30(2), 158-163.
Stein, N. L., & Levine, L. J. (1989). The causal organisation of emotional knowledge: A developmental study. Cognition & Emotion, 3(4), 343-378.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.
Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis. Organizational Behavior and Human Decision Processes, 109(2), 156-167.
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