ArticleFrontiers in psychology2025
The impact of abusive supervision on employee counterproductive work behavior: a moderated mediation analysis.
Article in Frontiers in psychology, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 4 papers.
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Who cites it
4 citing papers in PubMed.
- The Effect of Perceived Supportive Resources on Counterproductive Work Behaviors: The Mediating Role of Thriving at Work Among Nurses.Healthcare (Basel, Switzerland) · 2026Article
- Presenteeism and Emotional Exhaustion as Mechanisms Linking Abusive Leadership to Non-Green Behavior in Hotel Enterprises: The Buffering Role of Co-Worker Support.European journal of investigation in health, psychology and education · 2026Article
- The contingency effects of abusive supervision of coworker on helping behaviors: the relationships among the perpetrator, the victim, and the third party.Frontiers in psychology · 2026Article
- Abusive supervision and counterproductive work behaviors under generational differences: a chain mediation model between perception of organizational politics and defensive silence.Frontiers in psychology · 2025Article
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Authors and funding
2 authors.
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Abstract
Introduction: This study explores how abusive supervision impacts employee counterproductive work behavior (CWB), highlighting the mediating roles of emotional exhaustion and ingratiation behavior, and the moderating role of core self-evaluation. Methods: Drawing on self-regulation theory and resource conservation theory, the paper tests a moderated mediation model using a three-wave survey of 198 employees. Result and discussion: Results indicate that abusive supervision directly increases CWB, with emotional exhaustion serving as a positive mediator and ingratiation behavior serving as a negative mediator. Core self-evaluation moderates both mediation paths. These findings provide new insights into the dual psychological mechanisms underlying workplace deviance and suggest practical strategies for mitigating abusive leadership.
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