Gaslighting is a phenomenon that has been understudied in management and organizational behavior research. Unlike overt forms of abuse such as abusive supervision and bullying, gaslighting operates through subtle tactics aiming at undermining the victim's perception of reality and self-worth. Understanding the causes and consequences of workplace gaslighting is essential for creating healthier and more productive work environments. This research builds on interdependence theory with insights from affective events theory to address two broad questions: what are the antecedents and consequences of workplace gaslighting. This research contributes to the development of a theoretical model of workplace gaslighting. Findings from the survey-based two-wave study showed support for the positive relationship between supervisor Machiavellianism and workplace gaslighting. Furthermore, this relationship is accentuated when there is relationship conflict between subordinate and supervisor. Results also showed support for the positive relationship between workplace gaslighting and state paranoia. Finally results showed defensive silence as an outcome of workplace gaslighting and this relationship was mediated by state paranoia. However, the results failed to support relational demography as an antecedent of workplace gaslighting or relative power as a moderator. The results also failed to find support for state paranoia as a mediator between workplace gaslighting and ingratiation and task performance, respectively. The manuscript concludes by discussing the theoretical contributions of these findings, and their practical implications for managers.
| Identifer | oai:union.ndltd.org:siu.edu/oai:opensiuc.lib.siu.edu:dissertations-3237 |
| Date | 01 August 2024 |
| Creators | Ashraf, Saad |
| Publisher | OpenSIUC |
| Source Sets | Southern Illinois University Carbondale |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Dissertations |
Page generated in 0.002 seconds