Abusive supervision and customer-oriented organizational citizenship behavior: The roles of hostile attribution bias and work engagement

By Yijing Lyu, Hong Zhu, Hongjun Zhong, Leqiong Hu. 2016

195 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/5e63e994811ffced7e6fb49621b8705d88435c6f

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. J. Busser
2. Xiaoshuang Dong
3. Heerae Kang
4. Jianfeng Ma
5. Xing Zhou

In Social Psychology

1. J. Busser
2. Xiaoshuang Dong
3. Heerae Kang
4. Jianfeng Ma
5. Xing Zhou

Citations in the corpus

• Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy (2018, background): “, 2010), supervisor support (Suan and Nasurdin, 2016), and abusive supervision (Lyu et al., 2016).”
• Empowering supervision and service sabotage: a moderated mediation model based on conservation of resources theory. (2018, background): “Work engagement, a key factor of organizational service efficiency and performance (Li, Chen, Lyu, & Qiu, 2016; Liao & Chuang, 2004; Lyu et al., 2016), represents “a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption” (Schaufeli, Salanova,…”