Abusive Discrimination And Employee Behavior

Review of Literature
The phenomenon of abusive supervision and employee intentions to quit is rising each day. People at work are experiencing negative behaviors due to coercive behaviors at the job by the abusive supervisor and organization (Valle, 2005). Avey, Wu & Holley (2015) indicated that abusive supervision is the perception an employee has about their supervisor when they show a hostile verbal and non-verbal behaviors towards them except physical contact. This abusive behavior may include verbal attacks, silent treatment, retaliation, sabotage, employee past failures reminders, failure to give proper credit, assign blame, yelling at an employee, ignoring issues, and injustice behaviors from the supervisor towards his or her subordinate …show more content…
When employees are rewarded by their supervisor, the outcomes are positive. Employee performance improves when properly treated by their supervisors (Rehman, 2012). The abusive supervisor need to give employees positive feedback, recognition, and a fair treatment to have a sense of belonging in at work (Munir, Yarker, Hicks & Donaldson-feilder, 2012). The employee will behave in a positive way when they perceive the supervisor is treating them fairly. Tziner, Ben-David, Oren & Sharoni, 2014, suggest that employees demonstrate positive behaviors of job satisfaction and task performance when they are content in the work environment. Employees demonstrated positive behaviors when they perceived positive behaviors from their supervisors according to behavior-based approach (Aladwan, Bhanugopan & Fish, 2013). The concept of this approach indicates that the environment is what causes people to behave differently. Employees want to have a stable relationship at work that supports their growth. Positive relationships with supervisor in the organization develop positive relationships with subordinates (Rehman, …show more content…
Abusive supervision and negative behaviors by the supervisor may cause employees intentions to quit (Pederson, Dresdow & Benson, 2013). The intentions to quit may be due to the lack of positive perception received from the supervision (Tansel & Gazîoglu, 2014). If the supervisor is ignoring the employee or not recognizing the work, this may cause the employee intentions to quit (Palanski, Avey & Jiraporn, 2014). The employee develops a negative conception about the supervisor when the behaviors are perceived dishonest, bogus, and unfair (Valle, 2005). Huiwen, Brown, Ferris, Liang, Keeping & Morrison, 2014 suggested that employees’ negative behaviors towards abusive supervision included emotional exhaustion, job frustration, deviance behavior, psychological health, job neglect, counterproductive behaviors towards supervisors, absenteeism, and dissatisfaction. Employee behaviors are aggressive and hostile when they feel victimized by their abusive supervisor or perpetrator (Wang, Harms & Mackey, 2015). The explanation of such behavior may contribute to how the individual may feel about the victimization. Victim precipitation theory explains the behavior of the individual and how the