Tariq H, Donghong Ding
Personnel Review, Vol. 47 Issue: 2, pp.378-402
In the first study, designed as a lagged survey study, we found that abusive supervision is negatively associated with employees’ job performance and positively associated with employees’ turnover intentions. As anticipated, our results also found that family motivation moderates the direct relationship between abusive supervision and employees’ work behaviors. Furthermore, these results were then replicated and expanded in an experience sampling study. Consistent with our predictions, we found that intrinsic motivation acts as a mediator between abusive supervision and employees’ work behaviors and family motivation has the capacity to compensate for the absence of intrinsic motivation.