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|a HF5549.2.U5 E77 2008_EstesBradley |2 BU-Local |
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|a Abusive supervision and its impact on performance |h [electronic resource]. |
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|a Miami, Fla. : |b Barry University, |c 2008. |
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|a x, 159 leaves : |b ill., charts ; |c 28 cm |
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|a Barry University Dissertations -- School of Education. |
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|a Thesis (Ph.D.)--Barry University, 2008. |
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|a Includes bibliographical references (leaves 140-151). |
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|a Copyright Bradley Estes. Permission granted to Barry University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder. |
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|a Purpose: Abusive supervision may have a significant negative influence on the performance of subordinates. Not only may subordinates react with a diminished work attitude or be more likely to resign, they also may intentionally reduce productivity, purposely neglect to follow supervisory instructions, and be less likely to participate in extra-role behaviors. Performance may decline and performance improvement may become more difficult. This study explored the performance-related reactions to supervisory abuse. Two research questions guided this study: (1) How did abusive supervision influence performance-related behaviors? (2) What were the characteristics of the behaviors influenced by abusive supervision? Method: This study was a systematic, random-sample inquiry among approximately 6,500 licensed registered nurses in a South Florida county. Data collection was by a mail survey utilizing a self-administered, self-report questionnaire. Responses were anonymous. Bennett and Robinson’s (2000) organization deviant behavior workplace scale was utilized. A screening question determined participation. The required sample size of 364 useable responses for a ±5% sampling error at a 95% confidence level was attained. The inquiry was a descriptive study and utilized quantitative measures. Major Findings: This study found that 46.6% of its participants had experienced supervisory abuse with 36.6% of the participants reporting negative influences on performance. Up to 73.5% of those reporting negative influences on performance engaged in behaviors reducing productivity. The data demonstrates that abusive supervision resulted in a number of behaviors which diminished performance. The data also revealed that subordinates of abusive supervisors neglected to follow the instructions of their supervisors, thus reducing organizational control. Supervisory abuse may interfere with human resource development’s (HRD) core objectives. This study’s findings should be of considerable concern to HRD professionals whose primary role is to facilitate a healthy and productive work environment. |
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|a Electronic reproduction. |c Barry University, |d 2020. |f (Barry University Digital Collections) |n Mode of access: World Wide Web. |n System requirements: Internet connectivity; Web browser software. |
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|a Barry University Archives and Special Collections. |
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|a Supervision of employees |x United States. |
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|a Organizational behavior. |
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|a Organizational effectiveness. |
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|a Performance standards. |
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|a Barry University Digital Collections. |
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|a Theses and Dissertations. |
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|a BUDC |c Theses and Dissertations |
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|u http://sobekcmsrv.barrynet.barry.edu/AA00001269/00001 |y Click here for full text |
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|a Theses and Dissertations |
