Why do you treat me badly? The role of attributions regarding the cause of abuse in subordinates' responses to abusive supervision

By N. Bowling, Jesse S. Michel. 2011

160 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/939941c9edab57401a4f6cfee689853c4b74ae2e

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Understanding internal, external, and relational attributions for abusive supervision (2014, background): “…initial attempts have been made to understand the reasons employees give for perceptions of abusive supervision and their associated reactions, to date only Bowling and Michel (2011) have examined multiple sources for these causal explanations (viz., those for which the employee feels responsible).”
A Tale of Two Sample Sources: Do Results from Online Panel Data and Conventional Data Converge? (2018, unknown): “…EXT 0.89 JS 0.9 0.08 Bowling & Burns 2010 Y StudyResponse 239 N 0.91 JS 0.9 − 0.4 Bowling & Burns 2010 Y StudyResponse 239 AG 0.85 TOI 0.91 − 0.13 Bowling & Burns 2010 Y StudyResponse 239 CON 0.78 TOI 0.91 − 0.16 Bowling & Burns 2010 Y StudyResponse 239 EXT 0.89 TOI 0.91 0.02 Bowling & Burns 2010…”
HEAVY IS THE HEAD THAT WEARS THE CROWN: AN ACTOR-CENTRIC APPROACH TO DAILY PSYCHOLOGICAL POWER, ABUSIVE LEADER BEHAVIOR, AND PERCEIVED INCIVILITY (2017, background): “Although there is clear and compelling evidence that interacting with powerful individuals can be harmful to the powerless (Bowling & Michel, 2011; Burris, Detert, & Chiaburu, 2008; Haggard, Robert, & Rose, 2011; Hobman, Restubog, Bordia, & Tang, 2009; Lin, Wang, & Chen, 2013; Tepper, Moss,…”
When Victims Help Their Abusive Supervisors: The Role of LMX, Self-Blame, and Guilt (2020, methodology): “Bowling and Michel (2011) measured self-directed attributions (e.g., “I am at least partially at fault when my supervisor is rude to me”), supervisor-directed attributions (e.g., “My supervisor is generally at fault when he or she is rude to me”), and organization-directed attributions (e.g., “My…”