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Stand up and Speak up: Employees' Prosocial Reactions to Observed Abusive Supervision
Title
Stand up and Speak up: Employees' Prosocial Reactions to Observed Abusive Supervision.
Creator
Priesemuth, Manuela, Schminke, Marshall, Folger, Robert, Ambrose, Maureen, Latham, Gary, University of Central Florida
Abstract / Description
This dissertation examines what happens when employees witness supervisory abuse in the workplace. In particular, it explores whether(-)and when(-)employees will respond to witnessing supervisory abuse of a coworker by engaging in prosocial actions aimed at benefitting the target of abuse. In doing so, it extends work on abusive supervision. Traditionally, abusive supervision research has focused on the impact of abuse on the victim him/herself. However, this work explores the impact of...
Show moreThis dissertation examines what happens when employees witness supervisory abuse in the workplace. In particular, it explores whether(-)and when(-)employees will respond to witnessing supervisory abuse of a coworker by engaging in prosocial actions aimed at benefitting the target of abuse. In doing so, it extends work on abusive supervision. Traditionally, abusive supervision research has focused on the impact of abuse on the victim him/herself. However, this work explores the impact of abusive supervision on third party observers. In addition, because abusive supervision represents a form of organizational injustice, this dissertation extends both work on abusive supervision and third party reactions to injustice by considering the positive, prosocial reactions abuse might trigger in employees.
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Date Issued
2012
Identifier
CFE0004210, ucf:48986
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0004210
Why do Individuals Act Fairly or Unfairly? An Examination of Psychological and Situational Antecedents of Organizational Justice
Title
Why do Individuals Act Fairly or Unfairly? An Examination of Psychological and Situational Antecedents of Organizational Justice.
Creator
Ganegoda, Deshani, Folger, Robert, Ambrose, Maureen, Schminke, Marshall, Latham, Gary, University of Central Florida
Abstract / Description
Most studies on organizational justice have focused on individuals' reactions to justice. As such, a key question has been left largely unanswered: Why do individuals act fairly or unfairly? The present research adopted a person-situation interactionist approach (Trevino, 1986) to examine psychological and situational antecedents of individuals' fair behavior. The social identity model of deindividuation (SIDE; Reicher, Spears, (&) Postmes, 1995) and side-bet theory of continuance commitment ...
Show moreMost studies on organizational justice have focused on individuals' reactions to justice. As such, a key question has been left largely unanswered: Why do individuals act fairly or unfairly? The present research adopted a person-situation interactionist approach (Trevino, 1986) to examine psychological and situational antecedents of individuals' fair behavior. The social identity model of deindividuation (SIDE; Reicher, Spears, (&) Postmes, 1995) and side-bet theory of continuance commitment (Becker, 1960) was used to examine how organizational identification and continuance commitment might influence employees' fair or unfair behavior depending on an organization's justice climate. Based on SIDE, it was hypothesized that organizational identification relates positively to employees' feelings of deindividuation. Based on side-bet theory, it was further hypothesized that employees' continuance commitment relates positively to their adoption of a subordinate role. Both deindividuation and adoption of a subordinate role were argued to make employees more susceptible to external influences and, therefore, make individuals more likely to behave in ways that are normative in a given context. Individuals who have higher levels of continuance commitment and organizational identification were, therefore, argued to engage in fair or unfair behavior depending on the level of the justice climate and the strength of the justice climate of their workgroup. The results of three studies provided support for the majority of hypotheses. Theoretical and practical implications of the results are discussed.
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Date Issued
2012
Identifier
CFE0004255, ucf:49498
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0004255