Please use this identifier to cite or link to this item: https://hdl.handle.net/10356/143453
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dc.contributor.authorPeng, Ann Chunyanen_US
dc.contributor.authorSchaubroeck, John M.en_US
dc.contributor.authorChong, Sinhuien_US
dc.contributor.authorLi, Yuhuien_US
dc.date.accessioned2020-09-02T06:03:48Z-
dc.date.available2020-09-02T06:03:48Z-
dc.date.issued2019-
dc.identifier.citationPeng, A. C., Schaubroeck, J. M., Chong, S., & Li, Y. (2019). Discrete emotions linking abusive supervision to employee intention and behavior. Personnel Psychology, 72, 393–419. doi:10.1111/peps.12310en_US
dc.identifier.issn1744-6570en_US
dc.identifier.urihttps://hdl.handle.net/10356/143453-
dc.description.abstractDrawing on appraisal theories of discrete emotions, we propose and test a model in which abusive supervision directed toward oneself and toward work unit peers (coworker abusive supervision) are interactively related to generalized feelings of shame, anger, and fear. These discrete emotions, in turn, tend to precipitate distinct responses that do not directly target the supervisor. We tested our hypotheses with a three-wave, time-lagged survey of 285 full-time workers from 55 work units. Consistent with our theorizing, supervisory abuse was associated with stronger feelings of shame while at work when the abusive supervision reported by one's coworkers was lower (vs. higher), whereas abuse had a stronger association with anger when coworkers also perceived relatively high levels of abuse. The distinct action tendencies associated with shame and anger are related to employees engaging in less voice behavior and more interpersonal deviance, respectively, and fear is related to higher turnover intentions. We discuss the study's implications for theory development concerning abusive supervision.en_US
dc.language.isoenen_US
dc.relation.ispartofPersonnel Psychologyen_US
dc.rightsThis is the accepted version of the following article: Peng, A. C., Schaubroeck, J. M., Chong, S., & Li, Y. (2019). Discrete emotions linking abusive supervision to employee intention and behavior. Personnel Psychology, 72, 393–419. doi:10.1111/peps.12310, which has been published in final form at 10.1111/peps.12310. This article may be used for non-commercial purposes in accordance with the Wiley Self-Archiving Policy [https://authorservices.wiley.com/authorresources/Journal-Authors/licensing/self-archiving.html].en_US
dc.subjectBusiness::Managementen_US
dc.titleDiscrete emotions linking abusive supervision to employee intention and behavioren_US
dc.typeJournal Articleen
dc.contributor.schoolCollege of Business (Nanyang Business School)en_US
dc.identifier.doi10.1111/peps.12310-
dc.description.versionAccepted versionen_US
dc.identifier.scopus2-s2.0-85060332327-
dc.identifier.issue3en_US
dc.identifier.volume72en_US
dc.identifier.spage393en_US
dc.identifier.epage419en_US
dc.subject.keywordsAbusive Supervisionen_US
dc.subject.keywordsDiscrete Emotionsen_US
dc.description.acknowledgementThis research was supported by the Fundamental Research Funds for the Central Universities and the Research Funds of Renmin University of China (15XNC001).en_US
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