Purpose

On the basis of affective events theory, this study aims to examine the connection between work-related events (i.e. supervisor role ambiguity and role conflicts) and abusive supervision via emotion (i.e. supervisor frustration). This study also examines the moderating role of supervisor personality traits (i.e. neuroticism and conscientiousness).

Design/methodology/approach

This study collected lagged and multisource field data (472 subordinates and supervisors dyads) from the service organizations.

Findings

The data collected supported majority of this study’s hypothesized relationships regarding determinants of abusive supervision.

Practical implications

This study underlines what triggers supervisor abuse. This study also enables organizations with the intervention opportunity to reduce the effects of supervisor role ambiguity, role conflict, negative emotions and personality on triggering abusive supervision.

Originality/value

Prior research on abusive supervision has extensively focused on its outcomes, leaving a noteworthy research gap about what triggers abusive supervision. To fill this important gap in leadership literature, this study proposed and tested a research model of determinants of supervisor abuse. Thus, this study contributes to leadership and abusive supervision research. Implications and future research directions are discussed.

中文翻译：

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滥用监督的决定因素

目的

本研究以情感事件理论为基础，旨在探讨工作相关事件（即主管角色模糊和角色冲突）与通过情感进行的虐待性监督（即主管挫败）之间的联系。这项研究还探讨了主管人格特质（即神经质和责任心）的调节作用。

设计/方法论/途径

本研究从服务组织收集了滞后的多源现场数据（472 名下属和主管二人组）。

发现

收集的数据支持了本研究关于滥用监管的决定因素的大部分假设关系。

实际影响

这项研究强调了引发主管滥用职权的原因。这项研究还为组织提供了干预机会，以减少主管角色模糊、角色冲突、负面情绪和个性对引发滥用监督的影响。

原创性/价值

先前对滥用监督的研究广泛关注其结果，在引发滥用监督的原因方面留下了值得注意的研究空白。为了填补领导力文献中的这一重要空白，本研究提出并测试了主管虐待决定因素的研究模型。因此，这项研究有助于领导力和滥用监督的研究。讨论了影响和未来的研究方向。