Double jeopardy:subordinates' worldviews and poor performance as predictors of abusive supervision

Purpose - To test a moderated mediation model where a positive relationship between subordinates’ perceptions of a dangerous world—the extent to which an individual views the world as a dangerous place—and supervisory abuse is mediated by their submission to authority figures, and that this relationship is heightened for more poorly performing employees. Design/Methodology/Approach - Data were obtained from 173 subordinates and 45 supervisors working in different private sector organizations in Pakistan. Findings - Our model was supported. It appears that subordinates’ dangerous worldviews are positively associated with their perceptions of abusive supervision and that this is because such views are likely to lead to greater submission to authority figures. But this is only for those employees who are performing more poorly. Implications - We highlight the possibility that individual differences (worldviews, attitudes to authority figures, and performance levels) may lead employees to become victims of abusive supervision. As such, our research informs organizations on how they may better support supervisors in managing effectively their subordinate relationships and, in particular, subordinate poor performance. Originality/Value - We add to recent work exploring subordinate-focused antecedents of abusive supervision, finding support for the salience of the previously untested constructs of individual worldviews, authoritarian submission, and individual job performance. In so doing we also extend research on dangerous worldviews into a new organizational setting. Finally, our research takes place within a new Pakistani context, adding to the burgeoning non-US based body of empirical work into the antecedents and consequences of abusive supervision

Identification of the four-factor structure of customers perceived fairness

Customers perceived fairness has long been investigated. Despite its importance in the contemporary marketing psychology, a factor structure of perceived fairness has not been identified in entirety. The current study investigated the dimensionality of customers perceived fairness and provides evidence of the construct validity of its four dimensions. The results confirmed a four-factor structure of customers perceived fairness (distributive, procedural, interpersonal and informational fairness) and their distinct nature. In addition, these four dimensions were found to form a second-order factor of overall fairness, which strongly influences customers satisfaction with and loyalty to retailers.close

When is brand orientation a useful strategic posture?

This study examines the extent to which the effect of brand orientation on sales performance is contingent upon levels of transformational leadership and inter-functional collaboration. Using primary data from 108 subsidiaries of multinational enterprises (MNEs) operating in the Commonwealth Caribbean region, the study finds that brand orientation is not directly related to sales performance. However, findings show that brand orientation is positively related to sales performance when levels of both transformational leadership and inter-functional collaboration are high. Theoretical implications of these findings are discussed while drawing lessons for MNE subsidiary brand management practice

Analyzing the effects of organizational trust and organizational commitment in anti-productivity behaviours in managerial approach dimension to achieve a strategic competitive advantage

It is observed that negative approaches in organizational functioning and attitudes towards work have recently become increasingly common. Such developments weaken employees’ feelings of commitment and dedication to the organization and work. To improve the organizational commitment and dedication of the employees, first, the causes of emotions that inhibit these emotions and solution methods to eliminate alienation to work should be analyzed. In this study, anti-productivity behaviours, their causes, factors that influence the formation of organizational trust and commitment, and the relations between anti-productivity behaviours will be evaluated