ABSTRACT

In this study, we examine the relationship between abusive supervision and employee retaliatory behaviours. We conceptualise retaliation as both in-kind retaliation (i.e. supervisor-directed aggression) and intensified retaliation (i.e. supervisor-directed violence) to abusive supervision. We explore whether organisational intolerance of aggression prevents these retaliatory responses. In a three-wave time-lagged study, we collected data from 233 employees. Our findings indicate that employees retaliate against abusive supervision by engaging in supervisor-directed aggression and supervisor-directed violence. We also find support for the moderating role of organisational intolerance of aggression: organisational intolerance moderated the relationship between abusive supervision and both types of retaliatory behaviours. We discuss the implications for how perceptions of organisational intolerance of aggression may work, and the importance of timing in preventing both abusive supervision and employee retaliation.

摘要

在这项研究中，我们研究了滥用监督与员工报复行为之间的关系。我们将报复概念化为实物报复（即主管指导的攻击）和强化报复（即主管指导的暴力）到滥用监督。我们探讨了组织对攻击性的不容忍是否会阻止这些报复性反应。在一项三波时间滞后研究中，我们收集了 233 名员工的数据。我们的研究结果表明，员工通过参与主管指导的攻击和主管指导的暴力来报复滥用监督。我们还发现了对组织不容忍攻击性的调节作用的支持：组织不容忍调节了虐待监督与两种报复行为之间的关系。我们讨论了对组织不容忍攻击行为的看法可能产生的影响，以及时机在防止滥用监督和员工报复方面的重要性。