Abusive Supervision and Employee Well‐Being: The Moderating Effect of Power Distance Orientation

258 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Consequences of abusive supervision: A meta-analytic review (2015, background): “Although some research have been done about how specific cultural factors relate to abusive supervision (Lian et al., 2012a; Lin et al., 2013), there”
A Cross-Cultural Examination of Subordinates' Perceptions of and Reactions to Abusive Supervision (2015, background): “Much of the work conducted on the influence of culture focuses on value orientations and testing the effects of value orientations with samples only from subordinates from one country (e.g., Lian et al., 2012; Lin et al., 2013; Liu et al., 2010; Wang et al., 2012).”
Antecedents of Abusive Supervision: a Meta-analytic Review (2015, unknown): “This growth likely resulted from earlier research findings that abusive supervision has a deleterious effect on employees, including their in role performance (Harris et al. 2007), well-being (Lin et al. 2013), and organizational citizenship behavior (OCB; Zellars et al. 2002).”
Examining the impact of abusive supervision on employees’ psychological wellbeing and turnover intention: The mediating role of intrinsic motivation (2020, background): “pointing towards the inferior psychological wellbeing (Lin et al., 2013).”