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Affective responses to abuse in the workplace: The role of hope and affective commitment
Author(s) -
Tillman C. Justice,
Gonzalez Katerina,
Crawford Wayne S.,
Lawrence Ericka R.
Publication year - 2018
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/ijsa.12203
Subject(s) - psychology , abusive supervision , affect (linguistics) , social psychology , affective events theory , organizational commitment , supervisor , structural equation modeling , job performance , job satisfaction , statistics , mathematics , communication , job attitude , political science , law
Affective responses constitute the mechanism by which abusive supervision received is associated with subordinates’ turnover intentions. Using affective events theory (AET) as a theoretical framework, we suggest that abusive supervision is a contextual event that is associated with subordinates’ affective reactions and corresponding evaluative judgment of their workplace, which ultimately leads to increased turnover intentions, a prominent withdrawal outcome. We examine two affective responses as mediators, hope (a goal‐related affective state based on the expectation of positive outcomes) and affective commitment (affect‐based evaluation of the organization). Two samples from a field study ( n = 209) and an experiment ( n = 427) were analyzed using structural equation modeling. Results supported our proposed chain of relationships, suggesting that subordinates are likely to experience decreased hope and affective commitment after having experienced abuse from a supervisor, which subsequently impact their withdrawal intention to leave the organization.