Diffrentiating between abuse and hostility: Using interpersonal violence (IPV) as a moderator to abusive supervision and perceptions of hostility
Open Access
- Author:
- Mikhail, Thomas
- Area of Honors:
- Psychology
- Degree:
- Bachelor of Science
- Document Type:
- Thesis
- Thesis Supervisors:
- Hee Man Park, Thesis Supervisor
Greg Edward Loviscky, Thesis Honors Advisor - Keywords:
- abusive supervision
abusive behaviors
perception of hostility
hostility
task resistance
interpersonal violence
domestic abuse
IPV - Abstract:
- Abusive supervision is a significant area within organizational behavior with bodies of research spanning over perceptions of hostility and those who have been victimized from abusive supervision (Yu & Duffy 2020; Tepper et al., 2007). Additionally, victimization of individuals has been segmented into reasons why a supervisor would result into delivery of abusive behaviors, reciprocal populations including families to receive said behaviors, and the interactive effect of unethical workplace behavior and relationship conflict (Garcia et al., 2014, 2014; Liu et al., 2015; Quade et al., 2017). On an interpersonal basis, as in relationships that constitute of an individual’s family, intimate partners, close friends, and other micro-based systems involving direct interaction (Huston & Bentley, 2010), violence has been covered extensively on to why survivors engage in unhealthy relationships, can model their own abuse based on social psychology, as well as roles a supervisor has in supporting the employee (Finkel et al., 2009; Allen et al., 2018; Garcia et al., 2017). Through a manipulative scenario survey, I find support for the hypotheses that abusive supervision increases perceptions of hostility from an abusive behavior. Additionally, I find that the perception of hostility negatively affects a subordinates employee task-resistance, operating separately than the manipulation of abusive supervision alone. There was not a significant finding in regards to interpersonal violence (IPV) moderating perceptions of hostility, but potential limitations and implications for future research are discussed. Hypothesis 1: abusive supervision is positively correlated with subordinates chance of perceiving supervisor hostility Hypothesis 2: previous exposure to IPV will increase the perceived hostility that stems from abusive supervision Hypothesis 3a: Abusive supervision leads to a increase in employee task resistance due to the increase in perceptions of hostility Hypothesis 3b: Employee task resistance is negatively impacted from abusive supervision and increased perceptions of hostility due to IPV