Examination of the Role of Abusive Supervisor Behavior on Supervisor Affect and Future Behaviors

Research has shown that abusive supervisor behavior can have psychological, psychosocial, and behavioral impacts on targeted employees, and the literature has primarily focused on the effects of abusive supervisor behavior on the target of the abuse. Although this literature is important, little attention has been paid to the role engagement in abusive supervisor behavior can demonstrate on abusers, such as supervision affective experiences and their future behaviors toward their subordinates and their families. Drawing from affective events theory, I develop a theoretical model that examines abusive supervisor behavior’s impact on supervisors’ affective experiences. It then examines the impact of these affective experiences on subsequent supervision attitudes, subsequent behaviors toward their subordinates, and the impact on supervisors’ family lives. Because this project draws on affective events theory, I focus on the impact of abusive supervisor behavior on the leader and examine supervisor personality (i.e., psychopathy and empathy) and perceptions that abusive supervisor behavior was warranted as moderators of abusive supervisor behavior, its impact on supervisor affective reactions, and subsequent attitudinal, behavioral, and work-home outcomes. Data were analyzed from 255 supervisors to test a model of supervisor reactions to engaging in abusive supervisor behavior that is rooted in affective events theory. I found mixed support for the proposed affective events theory paths examining the role of engaging in abusive supervisor behavior on workplace outcomes. I found limited support for the moderating role of psychopathy and did not find support for the moderating role of empathy and perceptions abuse was warranted as moderators. I found some support for the mediating role of positive and negative affect after engaging in abusive supervisor behavior on workplace outcomes. I largely found that the proposed total effects models were significant, indicating that abusive supervisor behavior has important effects on a variety of workplace outcomes. Thus, this research provides a test of the main tenets of affective events theory and uses the theory to explain how engagement in abusive supervisor behavior impacts supervisors and the boundary conditions that affect this relationship. I discuss this research’s theoretical and practical contributions and provide an actionable agenda for future research.