Investigating Employees’ Responses to Abusive Supervision

Abusive supervision has been found to negatively impact employees. Extant literature based on the Social Exchange Theory (SET) suggested that employees who experience abusive are likely engage in workplace deviant behaviors respond supervision. However, from standpoint of power distance, do not always negative ways. This paper aims investigate employees’ perceptions and reactions over time as well factors can their coping strategies By conducting two studies, including (1) a lagged-designed study with path analysis mediation moderation tests (2) an experiment independent sample t-tests, I examine reactions. Results suggest that, time, reconcile supervisors. Furthermore, less supervisor after engaging behaviors. need for harmony (NFH) perceived value relationship (VOR) moves beyond Theory, overarching theory literature, expands our understanding supervision, discusses responses time. Contributions, implications, future research discussed.