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The Relationship Between Abusive Management and Counterproductive Employee Behavior in the United States.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	The Relationship Between Abusive Management and Counterproductive Employee Behavior in the United States./
Author:	Rosado, Norma Ivette.
Description:	1 online resource (174 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 85-12, Section: B.
Contained By:	Dissertations Abstracts International85-12B.
Subject:	Psychology. -
Online resource:	click for full text (PQDT)
ISBN:	9798383046999

The Relationship Between Abusive Management and Counterproductive Employee Behavior in the United States.
Rosado, Norma Ivette.

The Relationship Between Abusive Management and Counterproductive Employee Behavior in the United States. - 1 online resource (174 pages)

Source: Dissertations Abstracts International, Volume: 85-12, Section: B.

Thesis (Ph.D.)--Walden University, 2024.

Includes bibliographical references

Abusive supervision is a kind of destructive leadership that has a detrimental influence on direct subordinates, teams, and the whole business, and counterproductive work behavior has been a critical worry for researchers and managers over the last three decades. It results in undesirable reactions, including workplace deviance, damaging attitudes, and unproductive work habits. Toxic leadership and followership are still relatively new areas of study within the broader field of leadership studies. This study aimed to determine the effects of abusive management on personnel and the business. With counterproductive work behavior (CWB) becoming an increasingly prevalent concept in the workplace, the intent of this study was to investigate how the phenomenon of CWB is manifested and influences employee job performance and organizational sustainability in the United States. Participants were United States workers aged 18 or over who were currently employed. A G*Power analysis was conducted, as a result, a total of 192 datasets were collected.; this study's theoretical foundation is the employee's CWB hypothesis. Results indicated that abusive supervision was a significant predictor of organizational deviance (B = 0.723, p < .001) and interpersonal deviance (B = 0.782, p < .001). Age was also found to be a significant predictor of abusive supervision (B = -0.009, p = .028). The findings also demonstrated that age (B = -0.467, p = .008) and some education (B = -0.014, p = .001) were significant predictors of organizational deviance. This study contributes to the knowledge of equitable pay, decent labor and treatment, and gender equality in the workplace, which are Goals 5, 8, and 10 of the United Nations Sustainable Development Goals.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798383046999Subjects--Topical Terms:

555998
Psychology.
Subjects--Index Terms:

Abusive behaviorIndex Terms--Genre/Form:

554714
Electronic books.

The Relationship Between Abusive Management and Counterproductive Employee Behavior in the United States.
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520 $a Abusive supervision is a kind of destructive leadership that has a detrimental influence on direct subordinates, teams, and the whole business, and counterproductive work behavior has been a critical worry for researchers and managers over the last three decades. It results in undesirable reactions, including workplace deviance, damaging attitudes, and unproductive work habits. Toxic leadership and followership are still relatively new areas of study within the broader field of leadership studies. This study aimed to determine the effects of abusive management on personnel and the business. With counterproductive work behavior (CWB) becoming an increasingly prevalent concept in the workplace, the intent of this study was to investigate how the phenomenon of CWB is manifested and influences employee job performance and organizational sustainability in the United States. Participants were United States workers aged 18 or over who were currently employed. A G*Power analysis was conducted, as a result, a total of 192 datasets were collected.; this study's theoretical foundation is the employee's CWB hypothesis. Results indicated that abusive supervision was a significant predictor of organizational deviance (B = 0.723, p < .001) and interpersonal deviance (B = 0.782, p < .001). Age was also found to be a significant predictor of abusive supervision (B = -0.009, p = .028). The findings also demonstrated that age (B = -0.467, p = .008) and some education (B = -0.014, p = .001) were significant predictors of organizational deviance. This study contributes to the knowledge of equitable pay, decent labor and treatment, and gender equality in the workplace, which are Goals 5, 8, and 10 of the United Nations Sustainable Development Goals.
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653 $a Aggressive conduct
653 $a Counterproductive behavior
653 $a Motivational intent
653 $a Negative emotions
653 $a Toxic leadership
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