The purpose of the proposed study is to consider why and under which conditions do supervisors engage in abusive behaviours towards their subordinates. To answer my first research question, why do supervisors engage in abusive supervision, I draw on victim precipitation (e.g., Sparks, Glenn, & Dodd, 1977) and conservation of resources (COR; Hobfoll, 1989) theories to argue that certain subordinate performance-related behaviours and characteristics threaten supervisor resources leading to abuse as a stress reaction. To answer my second research question, under which conditions do supervisors engage in abusive supervision, I draw on attribution theory (Heider, 1958; Weiner, 1986). I argue that supervisors abuse subordinates when they attribute responsibility, or blame subordinates for negative performance-related behaviours and characteristics, as a means of protecting or guarding against future resource loss. To answer my research questions, I developed measures for self- and other-perceived general mental ability (GMA) and blame attributions. I obtained data from 211 supervisor-subordinate dyads in Canada and the United States. Respondents were surveyed for information about their work behaviours, characteristics, and relationships. Using Hayes (2013) PROCESS macros, I found partial support for the proposed model and offer refinements to COR and victim precipitation theories. I found relationships between both self- and supervisor-reported subordinate behaviours and characteristics and abusive supervision, largely in the direction hypothesized. I also found supervisor-reported subordinate performance behaviours and perceived GMA to share a stronger relationship with subordinate reports of abusive supervision than subordinate reported behaviours and characteristics in many instances. / October 2016

1 online resource ([8], 326 leaves) / Criminal and Procedural Law / LLD

Thesis (MPA) --University of Limpopo, 2010

Toxic leaders are a serious problem, but shockingly, there is no standard detection tool that is both efficient and accurate. Compounding the problem are the various definitions and descriptions used to operationalize toxic leadership. This research sought to align the literature, offer a concise definition, and assess the domains indicative of toxic leadership through two conceptually compatible studies. Study 1 involved development of a toxic leader threat detection scale. Results using a variable-centered approach indicated that follower perceptions (n = 357) of leader empathy (4-item scale; α = .93) and the need for achievement recognition (4-item scale; α = .83) significantly predicted the egoistic dominance behaviors (5-item scale; α = .93) employed by toxic leaders (R2 = .647, p < .001). Using a person-centered approach, the scale scores also revealed latent clusters of distinct behavioral patterns, representing significantly different toxic leader threat levels (low, medium, and high). Study 2 assessed whether followers (n = 357), without access to behavioral information, would infer toxic characteristics simply from a leader’s physical appearance. Participants perceived images of male leaders (η2 = .131) with masculine facial structures (η2 = .596) as most likely to behave aggressively, while feminine facial structures (η2 = .400) and female images (η2 = .104) created the highest perceptions of empathy. The subjects also selected male leaders with masculine faces (η2 = .044; η2 = .015) as more likely to desire recognition, but with an inverse relationship (η2 = .073) such that feminine looking males earned the lowest scores. Overall, these results supported the idea that empathy and the need for achievement recognition create an “ego gone wild” condition and, not only can we measure the behavioral tendencies of toxic leaders, but perhaps we can “see” them as well.

Retaliation is a well-established response to abusive supervision. Leading edge research explains the occurrence of supervisor-directed retaliation through processes associated with the strength model of self-control (Baumeister, Vohs, & Tice, 2007). The present research builds on these ideas by considering the role of emotions in the retaliatory processes. 407 participants completed an online survey that included questionnaires measuring personality traits associated with self-control and emotional experiences. Findings indicate that a predisposition to negative emotional experiences predicts retaliatory behavior in response to abusive supervision, even for individuals with a high capacity for self-control. It is suggested that future research should determine whether emotion-driven retaliation is mediated by a desire for revenge.

The study investigated the relationship among supervisor's job insecurity, job stress, abusive supervision, employee¡¦s job engagement and innovative behavior. The author distributed 90 questionnaires for supervisors and 270 questionnaires for employees who work in research and development department. In all, questionnaires were completed by the 83 supervisor and 133 employees and analyzed by factor analysis, internal consistency analysis, regression analysis and path analysis to measure the relationship among the constructs. Research results found that: (1) Supervisor¡¦s job insecurity and work stress was positively related to employee¡¦s perception of abusive supervision. (2) Employee¡¦s perception of abusive supervision was negatively related to their job engagement. (3) Employee¡¦s job engagement was positively related to their innovative behavior. The results provide an idea that encourages researchers to explore other possible factors which cause abusive supervision in the future.

Retaliation is a well-established response to abusive supervision. Leading edge research explains the occurrence of supervisor-directed retaliation through processes associated with the strength model of self-control (Baumeister, Vohs, & Tice, 2007). The present research builds on these ideas by considering the role of emotions in the retaliatory processes. 407 participants completed an online survey that included questionnaires measuring personality traits associated with self-control and emotional experiences. Findings indicate that a predisposition to negative emotional experiences predicts retaliatory behavior in response to abusive supervision, even for individuals with a high capacity for self-control. It is suggested that future research should determine whether emotion-driven retaliation is mediated by a desire for revenge.

This study evaluated the impact of delivery of the Period of PURPLE Crying (PURPLE), in a group of first-time mothers. Frustration with crying is reported as a trigger for abusive head trauma (AHT).The primary objective was to determine whether there was a change in knowledge about crying and shaking after exposure to PURPLE. Factors associated with behavioral responses to crying were studied as was the utility of PURPLE. There was a significant increase in knowledge about infant crying (P = 0.001) after program delivery that was predicted by low baseline knowledge (P < 0.01). There was a non-significant negative change in shaking knowledge (P = 0.5), which may have been the consequence of high baseline knowledge of shaking. The PURPLE program was characterized as informative and useful by participants. Additional to evaluate the impact of program delivery on other caregivers and on the rates of AHT is recommended.

Narcissism is an incomplete stage of development causing narcissistic rage and injury to oneself and others. The narcissistic self is one of humiliation and of being powerless. A phenomenological hermeneutic research format was used to investigate and understand the lived experience of men who have been abusive and are transforming their narcissism. The phenomenon being investigated was approached with respect and sensitivity in understanding the actual lived experiences of the co-researchers. Under this template, research interviews were conducted with six male co-researchers, which produced eight themes. A summary of the findings was provided along with a look at the limitations of this study and implications for counseling that this study may have. My hypothesis is that the incomplete development of the narcissistic person can be overcome through the restoration of feeling, and also through realization of one’s most deepest and essential nature. / vii, 177 leaves ; 29 cm.

Då en människa drabbas av en kris kan utomstående hjälp krävas för att hantera och bearbeta de existentiella frågor som uppkommer. Ett allvarligt hot mot kvinnors hälsa är våld i nära relationer. Föreliggande studie har undersökt jourkvinnors stödsamtal med våldsutsatta kvinnor på kvinnojourer. Syftet var att undersöka vilken typ av existentiella frågor som personalen möter i stödsamtalen, samt att studera om och i så fall på vilket sätt utrymmet för dessa frågor i stödsamtal bidrar till ett ökat välmående för kvinnor utsatta för mäns våld. Semistrukturerade intervjuer genomfördes med sex jourkvinnor runt om i landet. Hermeneutisk analys med existentialistisk förankring vägledde fram till slutledning. Studiens resultat visar att några av de vanligaste existentiella frågor som uppkommer i stödsamtalen är frågor relaterade till kvinnans identitet samt hennes upplevelse av skuld i koppling till olika val hon gjort. Betydelsen av utrymme för existentiella frågor har relevans för våldsutsatta kvinnor i stödsamtalen.