Abusive Supervision: A Meta-Analysis and Empirical Review:

Although psychological safety research has flourished in recent years, and despite the empirical support for the important role of psychological safety in the workplace, several critical questions remain. In order to address these questions, we aggregate theoretical and empirical works, and draw on 136 independent samples representing over 22,000 individuals and nearly 5,000 groups, to conduct a comprehensive meta-analysis on the antecedents and outcomes of psychological safety. We not only present the nomological network of psychological safety but also extend this research in 4 important ways. First, we compare effect sizes to determine the relative effectiveness of antecedents to psychological safety. Second, we examine the extent to which psychological safety influences both task performance and organizational citizenship behaviors over and beyond related concepts such as positive leader relations and work engagement. Third, we examine whether research design characteristics and national culture alter validities within the nomological network, thus promoting a more accurate and contextualized understanding of psychological safety. Finally, we test the homology assumption by comparing the effect sizes of the antecedents and outcomes of psychological safety across individual and group levels of analysis. We conclude with a discussion of the areas in need of future examination.

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Psychological Safety: A Meta-Analytic Review and Extension

Workplace ostracism and knowledge hiding in service organizations

Territoriality, task performance, and workplace deviance: Empirical evidence on role of knowledge hiding

While a plethora of studies have examined the relationships between abusive supervision and outcomes, there is a lack of a comprehensive and systematic framework that integrates the consequences and moderators of abusive supervision. We fill the void in the abusive supervision literature through conducting a quantitative review. Based on a meta-analysis of 119 independent samples (N = 35,239), we found that abusive supervision was related to subordinates’ attitudes, well-beings, organizational justice perceptions, workplace behaviors, performance, and family-related outcomes. In addition, we found that power distance moderated the relationships of abusive supervision with subordinates’ workplace behaviors and performance in Asia and North America. In addition, the relationships between abusive supervision and its consequences were contingent on subordinates’ age, organizational tenure, and time spent with supervisors, and research design. Theoretical and practical implications are discussed.

Consequences of abusive supervision: A meta-analytic review

Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill

This study seeks to examine the effect of abusive supervision on the "dark side" of organizational citizenship behavior (OCB) and, specifically, compulsory citizenship behavior (CCB). The study focuses on the mediating role of psychological safety underpinning the relationship between abusive supervision and CCB, and the moderating role of Chinese traditionality in influencing the mediation. The authors tested the model with data of 434 dyads (employee-coworker pairs) in a large Chinese service company. Results indicated that psychological safety fully mediated the relationship between abusive supervision and CCB. The authors also found that Chinese traditionality moderated the strength of the mediated relationship between abusive supervision and CCB via psychological safety, such that the mediated relationship is weaker under high Chinese traditionality than under low Chinese traditionality. The article also discusses the implications, limitations, and future research directions.

Psychological Mechanism Linking Abusive Supervision and Compulsory Citizenship Behavior: A Moderated Mediation Study

We sought to explore the mediating effect of compulsory citizenship behavior in the relationship between organizational citizenship pressure and work–family conflict, and the moderating role of job autonomy in influencing the mediation. Through a 3-wave web-based survey of 312 employees in China, we found that organizational citizenship pressure was positively related to compulsory citizenship behavior, the positive impact of citizenship pressure on work–family conflict was mediated by compulsory citizenship behavior, and job autonomy mitigated the above mediation effect. Our findings provide insight into the mechanisms that underpin the effect of organizational citizenship pressure on work–family conflict.

Geoff Sheard

Papers

Workplace ostracism and knowledge hiding in service organizations

Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill

Psychological Mechanism Linking Abusive Supervision and Compulsory Citizenship Behavior: A Moderated Mediation Study

Organizational Citizenship Pressure, Compulsory Citizenship Behavior, and Work-Family Conflict

Corrigendum to “Workplace ostracism and knowledge hiding in service organizations” [Int. J. Hospit. Manage. 59 (2016) 84–94]