A moral disengagement investigation of how and when supervisor psychological entitlement instigates abusive supervision
Building on the emerging research on antecedents of abusive supervision, the current research offers an empirical investigation concerning how and when supervisor psychological entitlement instigates abusive supervision in the workplace. Specifically, drawing on social cognitive theory, we develop a...
| Authors: | ; |
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| Format: | Electronic Article |
| Language: | English |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
Springer Science + Business Media B. V
2022
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| In: |
Journal of business ethics
Year: 2022, Volume: 180, Issue: 2, Pages: 675-694 |
| Further subjects: | B
Abusive supervision
B Moral Identity B Aufsatz in Zeitschrift B Psychological entitlement B Core self-evaluation B Moral Disengagement |
| Online Access: |
Volltext (lizenzpflichtig) Volltext (lizenzpflichtig) |
| Summary: | Building on the emerging research on antecedents of abusive supervision, the current research offers an empirical investigation concerning how and when supervisor psychological entitlement instigates abusive supervision in the workplace. Specifically, drawing on social cognitive theory, we develop and test a moderated-mediation model delineating the process that prompts psychologically entitled supervisors to become abusive towards subordinates. We argue that supervisor psychological entitlement facilitates supervisor moral disengagement, which subsequently incites supervisory abusive behaviors. We also argue that supervisor moral identity (MI) and core self-evaluation (CSE) are likely to play an essential role in predicting the relationship between supervisor psychological entitlement and abusive supervision. We argue that supervisor psychological entitlement is more likely to instigate abusive supervision through moral disengagement when the magnitudes of supervisor MI and CSE are weaker. We test our theoretical model utilizing time-lagged, multisource (i.e., subordinate-supervisor dyads, N = 181) data from a variety of organizations in the United States. We find general support for our hypotheses. We discuss implications for theory and practice as well as future research avenues. |
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| ISSN: | 1573-0697 |
| Contains: | Enthalten in: Journal of business ethics
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| Persistent identifiers: | DOI: 10.1007/s10551-021-04787-3 |