Abusive supervision and subordinate problem drinking: Taking resistance, stress and subordinate personality into account

By Peter A. Bamberger, Samuel B. Bacharach. 2006

251 citations recorded by the source corpus.

Subfields: Clinical Psychology, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/eec116e9353d79231a7eb351d0b77687de681e42

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In Clinical Psychology

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Helping and harming others in the workplace: The roles of personal values and abusive supervision (2011, background): “For example, Bamberger and Bacharach (2006) found that high levels of abusive supervision did not increase the resistance behavior for employees high in conscientiousness and agreeableness.”
How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect (2016, background): “2005; Mitchell and Ambrose 2007); and poor health outcomes such as negative mood, loss of selfesteem, problem drinking, psychological distress, and burnout (Bamberger and Bacharach 2006; Burton and Hoobler 2006; Tepper 2000; Yagil et al. 2011).”
My Family Made Me Do It: A Cross-Domain, Self-Regulatory Perspective on Antecedents to Abusive Supervision (2016, background): “Forexample, abusivesupervision isassociated with outcomes ranging from poor performance (Peng, Schaubroeck, & Li, 2014) and deviant work behavior (Mitchell &Ambrose, 2007), to alcoholism (Bamberger & Bacharach, 2006) and family undermining (Hoobler & Brass, 2006).”
Moving from Abuse to Reconciliation: A Power-Dependence Perspective on When and How a Follower Can Break the Spiral of Abuse (2017, background): “Followers engage in coping strategies to manage the psychological distress introduced by abusive supervision, including alcohol use (Bamberger & Bacharach,2006), psychologicalwithdrawal (Mawritz, Dust, & Resick, 2014), or upward maintenance communication (Tepper, Moss, Lockhart, & Carr, 2007).”
Predictors of Abusive Supervision: Supervisor Perceptions of Deep-Level Dissimilarity, Relationship Conflict, and Subordinate Performance (2011, background): “…is associated with serious negative outcomes for victims and employers, including psychological distress (Tepper, 2000), problem drinking (Bamberger & Bacharach, 2006), and aggression directed against a victim’s supervisor (Dupre, Inness, Connelly, Barling, & Hoption, 2006; Inness,…”
Mirror, mirror on my boss’s wall: Engaged enactment’s moderating role on the relationship between perceived narcissistic supervision and work outcomes (2012, result): “In contrast, research has identified enactment-related personality factors (e.g. conscientiousness and agreeableness; Bamberger and Bacharach, 2006) capable of neutralizing threat-performance relationships.”
The depleted leader: The influence of leaders' diminished psychological resources on leadership behaviors ☆ ☆☆ (2014, background): “The majority of this research, however, has been concerned with the effects of good and bad leadership on subordinates' well-being (e.g., Bamberger & Bacharach, 2006; Kelloway, Turner, Barling, & Loughlin, 2012) or the impact of leaders' stress on employees' stress (Skagert, Dellve, Eklöf,…”
A review of personality and performance: Identifying boundaries, contingencies, and future research directions (2011, background): “According to Barrick et al. (2003), jobs with high autonomy allow employees to behave in idiosyncratic ways; hence, the validity of personality is likely to be higher in jobs with high as opposed to low-autonomy.”
Exposure to workplace harassment and the Five Factor Model of personality: A meta-analysis (2017, background): “The relationships between personality and exposure to workplace harassment have been examined in a range of studies (e.g., Bamberger & Bacharach, 2006; Bowling, Beehr, Bennett, & Watson, 2010; Milam, Spitzmueller, & Penney, 2009).”