A case for recognizing distinctions among constructs that capture interpersonal mistreatment in work organizations

By Bennett J. Tepper, Christine A. Henle. 2011

199 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a34585362eadf6d13361f309d17c565c65b81b80

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Citations in the corpus

Voice Climate, Supervisor Undermining, and Work Outcomes (2015, background): “While there is some debate as to the distinctiveness of these constructs (Hershcovis, 2011; Tepper & Henle, 2011), research evidence suggests that aggressive behavior on the part of the supervisor has the strongest effects on subordinate perceptions and behaviors (Hershcovis & Barling, 2010).”
Linking workplace incivility to citizenship performance: The combined effects of affective commitment and conscientiousness (2012, background): “As Tepper and Henle (2011) recently observed, it is generally assumed that “norms of mutual respect are invariant across organization contexts” (p. 491).”
The Effect of Workplace Negative Gossip on Employee Proactive Behavior in China: The Moderating Role of Traditionality (2015, methodology): “Recent research has revealed the overlap between various constructs associated with interpersonal mistreatment, such as abuse, ostracism, bullying, incivility, and undermining (Tepper and Henle 2011).”
Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance (2012, background): “Abusive supervision represents specific supervisory behaviors which can occur at any time and need not reflect an ongoing relationship (Tepper & Henle, 2011); LMX, however, indicates a general relationship which develops over a longer period of time.”
Lack of reciprocity, narcissism, anger, and instigated workplace incivility: A moderated mediation model (2013, background): “Therefore, future research would profit from measurements that include the factors (e.g., intent to harm) that are supposed to make the constructs different (see also Spector & Fox, 2005b; Tepper & Henle, 2011).”
When Victims Help Their Abusive Supervisors: The Role of LMX, Self-Blame, and Guilt (2020, background): “In contrast, abusive supervision represents specific supervisor behaviors that can fluctuate over time and need not reflect the general relationship (Barnes, Lucanetti, Bhave, Christian, 2015; Johnson, Venus, Lanaj, Mao, & Chang, 2012; Lian et al., 2012; Tepper & Henle, 2011; Qin et al., 2019).”
Workplace bullying and employee silence (2017, background): “Research model 228 PR 47,1 identifiable (e.g. insults, threats) (Parzefall and Salin, 2010; Tepper and Henle, 2011).”
A Social Context Model of Envy and Social Undermining (2012, background): “Although undermining can be distinguished at a conceptual level from other forms of deviance, measures of various antisocial behavior constructs, including undermining, have been criticized for a lack of precision (Tepper & Henle, 2011).”
High Core Self-Evaluators Maintain Creativity (2014, background): “Although most types of deviant behavior are low-base-rate phenomena, studies have uncovered their negative relation to various work and well-being outcomes (Tepper & Henle, 2011).”
Abusive Supervision: A Meta-Analysis and Empirical Review (2017, background): “Although each of these interpersonal mistreatment constructs share some domain space with abusive supervision, they are each distinct and have meaningful theoretical differences (Tepper & Henle, 2011).”
Exposure to workplace harassment and the Five Factor Model of personality: A meta-analysis (2017, background): “…have shown that non-probability samples produce more profound estimates of harassment compared to probability samples, thus questioning the external validity of such samples (Ilies, Hauserman, Schwochau, & Stibal, 2003; Nielsen & Einarsen, 2008; Nielsen et al., 2010; Tepper & Henle, 2011).”
Outcomes of exposure to workplace bullying: A meta-analytic review (2012, background): “Over the past three decades, a growing body of empirical evidence has established workplace bullying as an important social problem with detrimental implications for those exposed, as well as for organizations and society at large (Einarsen, Hoel, Zapf, & Cooper, 2011a; Tepper & Henle, 2011).”
Unraveling respect in organization studies (2014, background): “In contrast, interactional justice and mistreatment research focus their notion of respect on recognition respect, being treated politely, or its opposite, being treated rudely (e.g. Bies and Moag, 1986; Tepper and Henle, 2011).”