東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Shame as an alternate mechanism for ...

Daniels, Michael A.

Linked to FindBook

Google Book

Amazon

博客來

Shame as an alternate mechanism for the abusive supervision-performance relation and the role of power distance values.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Shame as an alternate mechanism for the abusive supervision-performance relation and the role of power distance values./
Author:	Daniels, Michael A.
Description:	66 p.
Notes:	Source: Dissertation Abstracts International, Volume: 77-01(E), Section: A.
Contained By:	Dissertation Abstracts International77-01A(E).
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3726720
ISBN:	9781339115214

Shame as an alternate mechanism for the abusive supervision-performance relation and the role of power distance values.
Daniels, Michael A.

Shame as an alternate mechanism for the abusive supervision-performance relation and the role of power distance values. - 66 p.

Source: Dissertation Abstracts International, Volume: 77-01(E), Section: A.

Thesis (Ph.D.)--Bowling Green State University, 2015.

Research on workplace mistreatment indicates that abusive supervision negatively relates to employee-related criteria through perceived injustice. The consensus in the literature is that this effect is attenuated for employees who have a higher power distance orientation because they perceive abusive supervision to be more normative and legitimate. However, drawing from the group value model, the present study tests the experience of shame as an alternate mechanism that explains the effects of abusive supervision. In particular, the negative effect of abusive supervision on employee outcomes (performance and organizational citizenship behaviors) through the experience of shame is proposed to be stronger for subordinates with higher power distance values because of the relatively maladaptive way that these individuals cope with feelings of shame. Using a multi-wave survey of 211 matched supervisor-subordinate dyads, results indicate that the negative indirect effect of abusive supervision on employee performance through experienced shame is stronger for recipients with a high power distance orientation. This investigation contributes to the existing literature by testing an affective pathway by which abusive supervision relates to employee job performance and challenges the notion that high power distance followers are necessarily shielded from the negative effects of abusive leaders.

ISBN: 9781339115214Subjects--Topical Terms:

516664
Management.

Shame as an alternate mechanism for the abusive supervision-performance relation and the role of power distance values.
LDR:02349nmm a2200289 4500 001 2070463
005 20160606115820.5
008 170521s2015 eng d
020 $a 9781339115214
035 $a (MiAaPQ)AAI3726720
035 $a AAI3726720
040 $a MiAaPQ $c MiAaPQ
100 1 $a Daniels, Michael A. $3 3185515
245 1 0 $a Shame as an alternate mechanism for the abusive supervision-performance relation and the role of power distance values.
300 $a 66 p.
500 $a Source: Dissertation Abstracts International, Volume: 77-01(E), Section: A.
500 $a Adviser: Scott Highhouse.
502 $a Thesis (Ph.D.)--Bowling Green State University, 2015.
520 $a Research on workplace mistreatment indicates that abusive supervision negatively relates to employee-related criteria through perceived injustice. The consensus in the literature is that this effect is attenuated for employees who have a higher power distance orientation because they perceive abusive supervision to be more normative and legitimate. However, drawing from the group value model, the present study tests the experience of shame as an alternate mechanism that explains the effects of abusive supervision. In particular, the negative effect of abusive supervision on employee outcomes (performance and organizational citizenship behaviors) through the experience of shame is proposed to be stronger for subordinates with higher power distance values because of the relatively maladaptive way that these individuals cope with feelings of shame. Using a multi-wave survey of 211 matched supervisor-subordinate dyads, results indicate that the negative indirect effect of abusive supervision on employee performance through experienced shame is stronger for recipients with a high power distance orientation. This investigation contributes to the existing literature by testing an affective pathway by which abusive supervision relates to employee job performance and challenges the notion that high power distance followers are necessarily shielded from the negative effects of abusive leaders.
590 $a School code: 0018.
650 4 $a Management. $3 516664
650 4 $a Occupational psychology. $3 2122852
650 4 $a Labor relations. $3 3172144
690 $a 0454
690 $a 0624
690 $a 0629
710 2 0 $a Bowling Green State University. $b Psychology/Industrial-Organizational. $3 1684031
773 0 $t Dissertation Abstracts International $g 77-01A(E).
790 $a 0018
791 $a Ph.D.
792 $a 2015
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3726720