Petty Tyranny in Organizations: A Preliminary Examination of Antecedents and Consequences

By Blake E. Ashforth. 2009

401 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/24069137036e6a99e3c87e4ca8c70c42ef3bd505

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Citations in the corpus

The battered apple: An application of stressor-emotion-control/support theory to teachers’ experience of violence and bullying (2010, result): “The findings of this study are consistent with research into abusive supervision (Ashforth, 1997; Tepper, 2000) in corporate sectors.”
Emotional regulation as a mediator between interpersonal mistreatment and distress (2013, background): “For example, research within the area of organizational behaviour has identified a number of types of mistreatment by coworkers and supervisors such as incivility (Andersson & Pearson, 1999; Cortina, Magley, Williams, & Langhout, 2001) and abusive supervision (Ashforth, 1997; Tepper, 2000).”
When the Romance is Over: Follower Perspectives of Aversive Leadership (2007, background): “In addition, other findings demonstrate that petty tyranny leads to increased organizational dysfunction as well (Ashforth, 1997).”
Workers' perception of workplace bullying: A cross-cultural study (2011, result): “…hypotheses (2a and 2b), whether workplace bullying is a hierarchical or a horizontal phenomenon, workplace bullying has been understood in both world regions as supervisors bullying employees, which is coherent with previous research about abusive supervision (e.g., Ashforth, 1997; Tepper, 2000).”
From Ineffectiveness to Destruction: A Qualitative Study on the Meaning of Negative Leadership (2009, background): “Ashforth (1997) found some evidence for the importance of personal factors (e.g. high Theory X beliefs, low tolerance of ambiguity), but his hypotheses on situational factors (e.g. institutionalized norms) or person-situation interactions were mainly not supported.”
The Motivational Effects of Diminished Self-Esteem for Employees Who Experience Abusive Supervision (2017, background): “Consequently, abusive supervision marginalizes employees (Ashforth, 1997) and undermines their sense of value and worth to the workgroup, which, according to theory (Leary, 2010), diminishes their self-esteem.”