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  1. How Do Nepotism and Favouritism Affect Organisational Climate?Jolita Vveinhardt & Rita Bendaraviciene - 2022 - Frontiers in Psychology 12.
    This study seeks to determine the effect of nepotism and favouritism on organisational climate. Using the method of random sampling, 269 persons working in Lithuanian organisations were surveyed. The received data was analysed via the application of the methods of correlation and linear regression. It was determined that organisational climate is influenced significantly by variables such as the manager’s behaviour, safety and relationships with employees, values and traditions, communication, sharing of information, behaviour of employees, and interrelationships and tolerance of one (...)
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  • Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance.Yuntao Bai, Lili Lu & Li Lin-Schilstra - 2022 - Journal of Business Ethics 178 (1):219-237.
    An accumulating amount of research has documented the harmful effects of abusive supervision on either its victims or third parties (peer abusive supervision). The abusive supervision literature, however, neglects to investigate the spillover effects of abusive supervision through third-party employees’ (i.e., peers’) mistreatment actions toward victims. Drawing on social learning theory, we argue that third parties learn mistreatment behaviors from abusive leaders and then themselves impose peer harassment and peer ostracism on victims, thereby negatively affecting victims’ performance. Further, we posit (...)
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  • The Effect of Abusive Supervision on Employees’ Work Procrastination Behavior.Qi He, Mengyun Wu, Wenhao Wu & Jingtao Fu - 2021 - Frontiers in Psychology 12:596704.
    Work procrastination is a retreat behavior associated with negative cognitive experience and it results in great losses to individual as well as organizational development. Understanding the antecedents of employees’ work procrastination behavior contributes to lower frequency of its occurrence. This research builds a dual-moderated mediation model from the perspective of cognitive appraisal theory and explored work procrastination behavior of employees subjected to abusive supervision. With 378 valid returned questionnaires, data collected from 32 companies in Beijing, Shanghai, Tianjin, and Chongqing supports (...)
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