Abusive Supervision is also one of the adopting variable and it is most used in every organization, every organization need to find out the abusive supervision variables in their organization for better productivity.

1. MEHWISH SHABIIR (29685)
PROGRAM AND SESSION: MS MANAGEMENT
SCIENCES- 2ND SEMESTER
ADV TOPICS OF HRM
RIPHAH INTERNATIONAL
UNIVERSITY
VARIABLE: ABUSIVE SUPERVISION

2. Table Of Contents
Introduction
Supposed Model, Scale & items
Hypothesis
Conservation Of Resource Theory

3.  All organizations and businesses must have an understanding of the
importance of employees and leaders working together in order to
aid the business in growing while also gaining a competitive
advantage in the market.
Who is Best Leader?
Leadership is a process who influences the people by providing
purpose, direction, motivation, to accomplish the mission and improve
the organization. ( Alan Keith)
 Abusive Supervision is a dysfunctional type of leadership.

4. ABUSIVE SUPERVISION
.
8
DEFINITION DEFINITION
Abusive supervision involves continuing exposure to
hierarchical mistreatment.
For Example: boss who has a bad day and takes it out on his
or her subordinates by exploding at them would not be
considered an abusive supervisor unless such behaviour
became a regular feature of his or her repertoire
Tepper 2000 defined Abusive supervision that “includes
a sustained display of hostile verbal and nonverbal
behaviours toward subordinates,” Harvey says.
And Exclude Physical Contact.

5. Researchers work on the dark side of Supervisory behaviour such as:
• Sexual harassment
• Physical violence
• Nonphysical hostility
• Silent treatment
• Angry behaviour
• Bullying subordinates
• Taking credit for subordinates’ successes

6. Abusive supervision has broader effects on workplace working
environment like employees attitude, emotional exhaustion,
unhappiness, nervousness, job stress and effect on employees
Health and safety and create employee turnover and it effects on so
many other things.
The research of abusive supervision has shown its harmful for
organizations. Abusive supervision is also measured by employee
rating against the supervisor for his hostile behaviour.
ABUSIVE SUPERVISION IMPACT:

7. VARIABLES
 Independent Mode: Abusive Supervision and
Working Environment
 Dependent Variable: Turnover Intention
 Mediator: Job Stress
 Moderator: Health And Safety Awareness

8. ABUSIVE
SUPERVISION
TURNOVER
INTENTION
HEALTH AND SAFETY
AWARENESS
JOB STRESS
WORKING
ENVIRONMENT
PURPOSED MODEL:

9. Four Dimensional Construct of
Abusive Supervision
SCAPEGOATING
 Blame someone for
their own problems.
BELLITING BEHAVIOUR
 Make employees
unimportant
 Minimized
 Make them feel small
YELLING
 SPEAK WITH LOUD NOISE
CREDIT TAKING
 Deserve the praise of
others

10. ABUSIVE SUPERVISION
ITEMS: Number of Items: 04
Year of Publication: 2001
Author Name:
Tepper, Bennett, Michelle,
Duffy, and Jason Shaw
JOURNAL OR ARTICLE:
Personality moderators of the
relationship between abusive
supervision and subordinates
Resistance. Journal of Applied
Psychology, 86, 947-983.
Tells me I am incompetent.
Lies to me.
Reminds me of my past mistake and
failures.
Blames me to save his/her embarrassment.

11. HYPOTHESIS STATEMENTS
H1: Abusive Supervision has a significant impact on Turnover
Intention.
H2: Work Environment has a significant impact on Turnover
Intention.
H3: Job Stress significantly mediates the relationship between
Abusive Supervision and Turnover Intention.
H4: Job Stress significantly mediates the relationship between
Working Environment and Turnover Intention.
H5: Health and Safety Awareness significantly relationship
between Job Stress and Turnover Intention

12. BUILDING A THEORY:
Building on the conservation of resources theory, this
study investigates the impact of abusive supervision on
counterproductive work behaviours (CWBs) from a
stress perspective.

13. Conservation of Resources Theory
 The conservation of resources theory explains that individuals attempt to get, sustain and
preserve the resources such as energy and time.
 COR theory proposes that individuals are influenced to protect their current personal
resources and get new resources to achieve their goal.
 However, when these resources are lost or threatened, individuals suffer stress, mental
health issues, stress working environment and emotional exhaustion. When their
resources are lost so it leads towards the employee turnover intentions.

14. Conservation of Resources Theory
 Subordinates experienced the loss of valuable resources due to the aggressive behavior of
the supervisor. Generally, Abusive behaviours categorize into different types such as
belligerent eye, shouting, threat employees for job loss.
 Abused employees suffer frustration due to losing control over valuable resources and
personal autonomy.
 In response to this frustration and losing control, subordinates get involved in
counterproductive work behaviour.