Impact of Abusive Supervision on Innovative Work Behavior in Turkey: Who Is More Affected?

Abstract

Researchers have focused on the dark side of managers in recent years, wherein studies discuss the effects of abusive supervision styles on employees and organizations. This research aims to elucidate the influence of abusive supervision on innovative work behaviors of new and former employees. The study focuses on two different employee characteristics. The first group includes the employees with a two-year or less tenure. The second group includes employees with a five-year or more tenure. A simple random sampling technique is used to determine the sample. The research sample includes 345 employees in a manufacturing firm in Istanbul, Turkey. According to regression analysis results, abusive supervision negatively affects innovative work behavior. In addition, abusive supervision affects the innovative work behaviors of new employees more than those of former employees. The findings are consistent with the social exchange theory, conservation of resources theory, and power approach. The research findings are important in demonstrating how destructive abusive supervision affects new employees. In conclusion, suggestions are presented for companies, managers, and researchers.

Author Biographies

Hasan Sadık Tatlı, Beykent University, Istanbul, Turkey

Hasan Sadık Tatlı is an Assistant Professor of Business Management at Istanbul Beykent University. He researches Organizational Behavior, Management and Top Management Teams. He is interested in digitalizing organizations, employee behaviors, leader behaviors, and power relations in management.

Gökten Öngel, Istanbul Training and Research Hospital, Istanbul, Turkey

Gökten Öngel is a specialist pediatrician at the Istanbul Training and Research Hospital and holds a PhD in Business Administration. She has a special interest in organizational behavior and investigates leader-member relations, communication, and negative organizational structures.

Murat Süslü, Galata University, Istanbul, Turkey

Murat Süslü is currently the General Secretary at Galata University, Istanbul, Turkey; previously, he held the position of Assistant Professor at Istanbul Beykent University. His research interests encompass sustainability in tourism, employee behavior in tourism enterprises, and innovative behaviors.

References


  • Afşar, B., & Masood, M. (2018). Transformational leadership, creative self-efficacy, trust in supervisor, uncertainty avoidance, and innovative work behavior of nurses. The Journal of Applied Behavioral Science, 54(1), 36–61. https://doi.org/10.1177/0021886317711891

  • Barney, J. (1991). Special theory forum the resource-based model of the firm: Origins, implications, and prospects. Journal of Management, 17(1), 97–98. https://doi.org/10.1177/014920639101700107

  • Barney, J. (2001). Resource-based theories of competitive advantage: A ten-year retrospective on the resource-based view. Journal of Management, 27(6), 643–650. https://doi.org/10.1177/014920630102700602

  • Barry, M., & Asiedu, K. (2017). Visualising changing tenure relationships: The Talking Titler methodology, data mining and social network analysis. Survey Review, 49(352), 66–76. https://doi.org/10.1080/00396265.2015.1120385

  • Bayraktaroglu, A. E., Calisir, F., & Baskak, M. (2019). Intellectual capital and firm performance: An extended VAIC model. Journal of Intellectual Capital, 20(3), 406–425. https://doi.org/10.1108/JIC-12-2017-0184

  • Blau, P. (1964). Exchange and power in social life. Wiley.

  • Bowling, N. A., & Michel, J. S. (2011). Why do you treat me badly? The role of attributions regarding the cause of abuse in subordinates’ responses to abusive supervision. Work & Stress, 25(4), 309–320. https://doi.org/10.1080/02678373.2011.634281

  • Çalışkan, A., Akkoç, İ., & Turunç, Ö. (2019). Yenilikçi davranış: Bir ölçek uyarlama çalışması [innovative behaviour: A study of scale adaptation]. Uluslararası İktisadi ve İdari Bilimler Dergisi, 5(1), 94–111. https://doi.org/10.29131/uiibd.562196

  • Clarke, M., Seng, D., & Whiting, R. H. (2011). Intellectual capital and firm performance in Australia. Journal of Intellectual Capital, 12(4), 505–530. https://doi.org/10.1108/14691931111181706

  • Cook, K. S., Cheshire, C., Rice, E. R., & Nakagawa, S. (2013). Social exchange theory. In J. DeLamater & A. Ward (Eds.), Handbook of social psychology (pp. 61–88). Springer. https://doi.org/10.1007/978-94-007-6772-0_3

  • Cross, R. L., & Parker, A. (2004). The hidden power of social networks: Understanding how work really gets done in organizations. Harvard Business Review Press.

  • Decoster, S., Camps, J., Stouten, J., Vandevyvere, L., & Tripp, T. M. (2013). Standing by your organization: The impact of organizational identification and abusive supervision on followers’ perceived cohesion and tendency to gossip. Journal of Business Ethics, 118(3), 623–634. https://doi.org/10.1007/s10551-012-1612-z

  • Emerson, R. M. (1962). Power-dependence relations. American Sociological Review, 27(1), 31–41. https://doi.org/10.2307/2089716

  • Feng, J., & Wang, C. (2019). Does abusive supervision always promote employees to hide knowledge? From both reactance and COR perspectives. Journal of Knowledge Management, 23(7), 1455–1474. https://doi.org/10.1108/JKM-12-2018-0737

  • Finkelstein, S. (1992). Power in top management teams: Dimensions, measurement, and validation. Academy of Management Journal, 35(3), 505–538. https://doi.org/10.2307/256485

  • Finkelstein, S., & Hambrick, D. C. (1990). Top-management-team tenure and organizational outcomes: The moderating role of managerial discretion. Administrative Science Quarterly, 35(3), 484–503. https://doi.org/10.2307/2393314

  • Frey, K. S., Hirschstein, M. K., Edstrom, L. V., & Snell, J. L. (2009). Observed reductions in school bullying, nonbullying aggression, and destructive bystander behavior: A longitudinal evaluation. Journal of Educational Psychology, 101(2), 466–481. https://doi.org/10.1037/a0013839

  • Ge, F., & Xu, J. (2021). Does intellectual capital investment enhance firm performance? Evidence from pharmaceutical sector in China. Technology Analysis & Strategic Management, 33(9), 1006–1021. https://doi.org/10.1080/09537325.2020.1862414

  • Hair, J. F., Jr., Black, W. C., Babin, B. J., Anderson, R. E. (2009). Multivariate data analysis: A global perspective (7th ed.). Pearson.

  • Han, G. H., Harms, P. D., & Bai, Y. (2017). Nightmare bosses: The impact of abusive supervision on employees’ sleep, emotions, and creativity. Journal of Business Ethics, 145(1), 21–31. https://doi.org/10.1007/s10551-015-2859-y

  • Harris, K. J., Harvey, P., Harris, R. B., & Cast, M. (2013). An investigation of abusive supervision, vicarious abusive supervision, and their joint impacts. The Journal of Social Psychology, 153(1), 38–50. https://doi.org/10.1080/00224545.2012.703709

  • Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. https://doi.org/10.1037/0003-066X.44.3.513

  • Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied Psychology, 50(3), 337–421. https://doi.org/10.1111/1464-0597.00062

  • Hobfoll, S. E., Freedy, J., Lane, C., & Geller, P. (1990). Conservation of social resources: Social support resource theory. Journal of Social and Personal Relationships, 7(4), 465–478. https://doi.org/10.1177/0265407590074004

  • Hobfoll, S. E., & Lilly, R. S. (1993). Resource conservation as a strategy for community psychology. Journal of Community Psychology, 21(2), 128–148. https://doi.org/10.1002/1520-6629(199304)21:2<128::AID-JCOP2290210206>3.0.CO;2-5

  • Hofstede, G. (1980). Culture’s consequences: International differences in workrelated values. SAGE.

  • Horton, J., Millo, Y., & Serafeim, G. (2012). Resources or power? Implications of social networks on compensation and firm performance. Journal of Business Finance & Accounting, 39(3–4), 399–426. https://doi.org/10.1111/j.1468-5957.2011.02276.x

  • Hou, X., Li, W., & Yuan, Q. (2018). Frontline disruptive leadership and new generation employees’ innovative behaviour in China: The moderating role of emotional intelligence. Asia Pacific Business Review, 24(4), 459–471. https://doi.org/10.1080/13602381.2018.1451126

  • Huang, M., Ju, D., Yam, K. C., Liu, S., Qin, X., & Tian, G. (2022). Employee humor can shield them from abusive supervision. Journal of Business Ethics, 186(2), 407–424. https://doi.org/10.1007/s10551-022-05208-9

  • Hughes, D. J., Lee, A., Tian, A. W., Newman, A., & Legood, A. (2018). Leadership, creativity, and innovation: A critical review and practical recommendations. The Leadership Quarterly, 29(5), 549–569. https://doi.org/10.1016/j.leaqua.2018.03.001

  • Ibarra, H., & Andrews, S. B. (1993). Power, social influence, and sense making: Effects of network centrality and proximity on employee perceptions. Administrative Science Quarterly, 38(2), 277–303. https://doi.org/10.2307/2393414

  • İlhan, Ü. D., & Yemişçi, D. A. (2020). Ulusal kültür, örgüt kültürü ve iş güvenliği kültürü ilişkisi: Hofstede’nin güç mesafesi ve belirsizlikten kaçınma boyutları açısından Türkiye özelinde bir değerlendirme [The relationship between national culture, organizational culture, and occupational safety culture: A review of Turkey from the perspective of Hofstede’s power distance and uncertainty avoidance dimensions]. Yönetim ve Ekonomi Dergisi, 27(3), 703–724. https://doi.org/10.18657/yonveek.758132

  • İşcan, Ö. F. (2002). Küresel iþletmecilikte dönüþtürücü liderlik anlayýþý büyük ölçekli iþletmelerde bir uygulama [Insight of transformational leadershipfor global business—an application among large scale organizations] (No. 110259) [Doctoral dissertation, Atatürk University]. Ulusal Tez Merkezi. https://tez.yok.gov.tr/UlusalTezMerkezi/tezDetay.jsp?id=ebyjfAm0t0NOnYjGHbTlWA&no=C4z9qrqfv7qtABMMlgxo0A

  • Javidan, M., Dorfman, P. W., de Luque, M. S., & House, R. J. (2006). In the eye of the beholder: Cross-cultural lessons in leadership from Project GLOBE. Academy of Management Perspectives, 20(1), 67–90. https://doi.org/10.5465/AMP.2006.19873410

  • Jiang, L., He, G., Zhou, H., Yang, L., Li, X., Li, W., & Qin, X. (2022). Benefits of nonwork interactions with your supervisor: Exploring the bottom-up effect of employee boundary blurring behavior on abusive supervision. Frontiers in Psychology, 13, Article 941990. https://doi.org/10.3389/fpsyg.2022.941990

  • Karahan, M. (2017). Denetim raporlarının yayınlanma süresini etkileyen faktörler BİST 100 endeksinde yer alan şirketler üzerine ampirik bir uygulama [Ampric application on the companies in the BIST 100 index indicating the factors effecting the publishing period of audit reports]. International Journal of Social and Humanities Sciences Research, 4(15), 1819–1830. https://doi.org/10.26450/jshsr.262

  • Kavaklı, Ö., Uzun, Ş., & Arslan, F. (2009). Yoğun bakım hemşirelerinin profesyonel davranışlarının belirlenmesi [Determination of the professional behavior of the intensive care nurses]. Gülhane Tıp Dergisi, 51(3), 168–173.

  • Kernan, M. C., Watson, S., Fang Chen, F., & Gyu Kim, T. (2011). How cultural values affect the impact of abusive supervision on worker attitudes. Cross Cultural Management: An International Journal, 18(4), 464–484. https://doi.org/10.1108/13527601111179528

  • Khalid, M., Bashir, S., Khan, A. K., & Abbas, N. (2018). When and how abusive supervision leads to knowledge hiding behaviors: An Islamic work ethics perspective. Leadership & Organization Development Journal, 39(6), 794–806. https://doi.org/10.1108/LODJ-05-2017-0140

  • Khalili, A. (2016). Linking transformational leadership, creativity, innovation, and innovation-supportive climate. Management Decision, 54(9), 2277–2293. https://doi.org/10.1108/MD-03-2016-0196

  • Khan, A. N., Moin, M. F., Khan, N. A., & Zhang, C. (2022). A multistudy analysis of abusive supervision and social network service addiction on employee’s job engagement and innovative work behaviour. Creativity and Innovation Management, 31(1), 77–92. https://doi.org/10.1111/caim.12481

  • Kocaay, F., Demir, B. T., & Biçer, B. K. (2022). Üniversite öğrencilerinde internet, sosyal medya ve oyun bağımlılığının değerlendirilmesi [Evaluation of Internet, social media and game addiction in university students]. Value in Health Sciences, 12(3), 511–519. https://doi.org/10.33631/sabd.1130278

  • Lee, S., Yun, S., & Srivastava, A. (2013). Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea. The Leadership Quarterly, 24(5), 724–731. https://doi.org/10.1016/j.leaqua.2013.07.002

  • Li, H., Sajjad, N., Wang, Q., Asadullah, M. A., Khaqan, Z., & Amina, S. (2019). Influence of transformational leadership on employees’ innovative work behavior in sustainable organizations: Test of mediation and moderation processes. Sustainability, 11(6), Article 1594. https://doi.org/10.3390/su11061594

  • Liang, L. H., Coulombe, C., Brown, D. J., Lian, H., Hanig, S., Ferris, D. L., & Keeping, L. M. (2022). Can two wrongs make a right? The buffering effect of retaliation on subordinate well-being following abusive supervision. Journal of Occupational Health Psychology, 27(1), 37–52. https://doi.org/10.1037/ocp0000291

  • Liebowitz, J. (2007). The hidden power of social networks and knowledge sharing in healthcare. In R. K. Bali & A. N. Dwivedi (Eds.), Healthcare knowledge management: Issues, advances, and successes (pp. 104–111). Springer. https://doi.org/10.1007/978-0-387-49009-0_8

  • Lin, W., Wang, L., & Chen, S. (2013). Abusive supervision and employee wellbeing: The moderating effect of power distance orientation. Applied Psychology, 62(2), 308–329. https://doi.org/10.1111/j.1464-0597.2012.00520.x

  • Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Abusive supervision: A meta-analysis and empirical review. Journal of Management, 43(6), 1940–1965. https://doi.org/10.1177/0149206315573997

  • Morsch, J., van Dijk, D., & Kodden, B. (2020). The impact of perceived psychological contract breach, abusive supervision, and silence on employee well-being. Journal of Applied Business & Economics, 22(2), 37–53. https://doi.org/10.33423/jabe.v22i2.2799

  • Palanski, M., Avey, J. B., & Jiraporn, N. (2014). The effects of ethical leadership and abusive supervision on job search behaviors in the turnover process. Journal of Business Ethics, 121(1), 135–146. https://doi.org/10.1007/s10551-013-1690-6

  • Park, H., Hoobler, J. M., Wu, J., Liden, R. C., Hu, J., & Wilson, M. S. (2019). Abusive supervision and employee deviance: A multifoci justice perspective. Journal of Business Ethics, 158(4), 1113–1131. https://doi.org/10.1007/s10551-017-3749-2

  • Pekdemir, I., Koçoğlu, M., & Gürkan, G. Ç. (2014). Özerklik ve ödüllendirme algılarının çalışan performansı üzerindeki etkisinde çalışanın inovasyona yönelik davranışının aracılık rolüne yönelik bir araştırma [An investigation on the mediating role of employee innovation behavior on the relationship between autonomy and reward]. Istanbul University Journal of the School of Business, 43(2), 332–350.

  • Pradhan, S., Srivastava, A., & Mishra, D. K. (2020). Abusive supervision and knowledge hiding: The mediating role of psychological contract violation and supervisor directed aggression. Journal of Knowledge Management, 24(2), 216–234. https://doi.org/10.1108/JKM-05-2019-0248

  • Rollag, K. (2004). The impact of relative tenure on newcomer socialization dynamics. Journal of Organizational Behavior, 25(7), 853–872. https://doi.org/10.1002/job.280

  • Rousseau, V., & Aubé, C. (2018). When leaders stifle innovation in work teams: The role of abusive supervision. Journal of Business Ethics, 151(3), 651–664. https://doi.org/10.1007/s10551-016-3258-8

  • Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behaviour: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580–607. https://doi.org/10.2307/256701

  • Tatlı, H. S., & Öngel, G. (2023). İstismarcı yönetimin işten ayrılma niyetine etkisi: Psikolojik güvenliğin aracılık rolü [The effect of abusive supervision on ıntention to leave: The mediating role of psychological safety]. Journal of Economics Business and Political Researches, 8(21), 443–459. https://doi.org/10.25204/iktisad.1239687

  • Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190.

  • Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261–289. https://doi.org/10.1177/0149206307300812

  • Tepper, B. J., Simon, L., & Park, H. M. (2017). Abusive supervision. Annual Review of Organizational Psychology and Organizational Behavior, 4, 123–152. https://doi.org/10.1146/annurev-orgpsych-041015-062539

  • Terzi, A. R. (2000). Örgüt kültürü [Organizational culture]. Nobel.

  • Thajil, K. M., & Al-Abrrow, H. (2023). Effect of personality styles on positive and negative innovation: The mediating role of emotional intelligence and abusive supervision using the structured equation model. International Journal of Organizational Analysis, 32(4), 624–644. https://doi.org/10.1108/IJOA-12-2022-3530

  • Tsui, A. S., Nifadkar, S., & Ou, A. Y. (2007). Cross-national, cross-cultural organizational behavior research: Advances, gaps, and recommendations. Journal of Management, 33(3), 426–478. https://doi.org/10.1177/0149206307300818

  • Turgut, E., & Begenirbaş, M. (2013). Çalışanların yenilikçi davranışları üzerinde sosyal sermaye ve yenilikçi iklimin rolü: Sağlık sektöründe bir araştırma [The role of social capital and innovative climate on innovative behavior of employees: A research in health sector]. Kara Harp Okulu Bilim Dergisi, 23(2), 101–124.

  • Tziner, A., Bar-Mor, H., Geva, L., Levi, H., & Shkoler, O. (2023). Abusive workplace behavior: Behavioral and legal insights. Amfiteatru Economic, 25(62), 235–235. https://doi.org/10.24818/EA/2023/62/235

  • Ülbeği, İ. D., Özgen, H. M., & Özgen, H. (2014). Türkiye’de istismarcı yönetim ölçeğinin uyarlaması: Güvenirlik ve geçerlik analizi [Adaptation of the abusive management scale in Turkey: Reliability and validity analysis]. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 23(1), 1–12.

  • Vogel, R. M., Mitchell, M. S., Tepper, B. J., Restubog, S. L., Hu, C., Hua, W., & Huang, J.-C. (2015). A cross-cultural examination of subordinates’ perceptions of and reactions to abusive supervision. Journal of Organizational Behavior, 36(5), 720–745. https://doi.org/10.1002/job.1984

  • Wang, W., Mao, J., Wu, W., & Liu, J. (2012). Abusive supervision and workplace deviance: The mediating role of interactional justice and the moderating role of power distance. Asia Pacific Journal of Human Resources, 50(1), 43–60. https://doi.org/10.1111/j.1744-7941.2011.00004.x

  • Yuan, F., & Woodman, R. W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323–342. https://doi.org/10.5465/amj.2010.49388995

  • Zagenczyk, T. J., Purvis, R. L., Shoss, M. K., Scott, K. L., & Cruz, K. S. (2015). Social influence and leader perceptions: Multiplex social network ties and similarity in leader–member exchange. Journal of Business and Psychology, 30(1), 105–117. https://doi.org/10.1007/s10869-013-9332-7

Published
2024-07-19
How to Cite
Tatlı, H., Öngel, G., & Süslü, M. (2024). Impact of Abusive Supervision on Innovative Work Behavior in Turkey: Who Is More Affected?. Changing Societies & Personalities, 8(2), 491–507. doi:10.15826/csp.2024.8.2.284