An Integrative Model of Experiencing and Responding to Mistreatment at Work

By Julie B. Olson-Buchanan, W. Boswell. 2008

138 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/e4e86225296555f23b637fe0e1f185792ccc6e36

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

In Sociology and Political Science

Citations in the corpus

From bad to worse (2012, background): “Similarly, Olson-Buchanan and Boswell (2008) developed a dynamic model of perceived mistreatment and subsequent responses to such mistreatment, suggesting that negative responses by one party often lead to downward spirals similar to those described by Andersson and Pearson.”
Mirror, mirror on my boss’s wall: Engaged enactment’s moderating role on the relationship between perceived narcissistic supervision and work outcomes (2012, background): “…et al., 2006) based on findings confirming associations among their unique factors (extraversion, Wanberg and Kammeyer-Meuller, 2000; neuroticism, Olson-Buchanan and Boswell, 2008) as well as indices of perceived self-serving behavior (Witt et al., 2002) and interpretations of stressful…”
Voice Climate, Supervisor Undermining, and Work Outcomes (2015, background): “When groups do not speak up and make suggestions for improvement to processes or procedures, valuable information that could impact organizational effectiveness is lost (Milliken & Lam, 2009). On the other hand, as group members speak up and engage in voice behavior to their supervisor, information ”
Developing and Testing a Dynamic Model of Workplace Incivility Change (2017, background): “To be first “on the scene,” managers must be made aware of an incivility-related incident; employees who believe their managers are trustworthy, supportive, and fair will feel more comfortable voicing complaints (Olson-Buchanan & Boswell, 2008).”
Workplace victimization: aggression from the target's perspective. (2009, background): “Theoretical models of victimization have been proposed (e.g., Aquino & Lamertz 2004, Einarsen 2000, Keashly & Harvey 2005, Olson-Buchanan & Boswell 2008); however, many of the studies we reviewed failed to provide a clear theoretical rationale for variable selection.”
A Multilevel View of Intragroup Conflict (2008, background): “Subsequent conceptual work on affect and aggression also suggests a process of triggering events, sense making, and behavior and affective reactions (Douglas et al., 2008; Olson-Buchanan & Boswell, 2008; Weiss & Cropanzano, 1996).”
Abusive Supervision Through the Lens of Employee State Paranoia (2014, background): “Evidence from the broader literature on workplace victimization suggests that employee efforts at help-seeking, appeasement and aggression are equally likely to sustain mistreatment from perpetrators (Aquino & Thau, 2009; Cortina & Magley, 2003; Olson-Buchanan & Boswell, 2008; Zapf & Gross, 2001).”
The Determinants of Alternative Forms of Workplace Voice (2012, background): “This voice has been referred to as justice-oriented and presumes a focus on achieving restitution for perceived mistreatment and/or restoring justice via seeking retribution for wrongdoing (Olson-Buchanan & Boswell, 2008).”
Customer Mistreatment: A Review of Conceptualizations and a Multilevel Theoretical Model (2015, background): “Consistent with the broader literature on workplace mistreatment (e.g., Olson-Buchanan & Boswell, 2008) and components of job performance (e.g., Rotundo & Sackett, 2002), we consider counterproductive work behaviors (CWBs), citizenship behaviors, and task performance as behavioral outcomes of…”
Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2017, background): “One model of mistreatment in jobs suggests that sensemaking about such treatment is a cyclical process (Olson-Buchanan & Boswell, 2008), and our findings suggest that the cyclical processing of mistreatment of self and others may fold into the cyclical considerations of decisions to quit.”