English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

The literature on abusive supervision continues to link it to multiple negative workplace outcomes. Yet, much work remains in unraveling the pathways linking abusive supervision to employees’ responses to the perceived abuse. The present study investigated the moderating effects of the impostor phenomenon on employees’ discretionary behaviors when abusive supervision is perceived. Findings from two studies reveal that employees who experience high levels of impostorism feelings indicate they may be more likely to engage in organizational citizenship behaviors and refrain from counterproductive work behaviors than employees who experience low levels of impostorism feelings. The theoretical and practical implications are discussed.

It’s Not You, It’s Me: Investigating the Consequences of Abusive Supervision and the Moderating Role of Impostorism