The Moderating Effects of Perceived Supervisor's Power and Negative Affectivity on the Relationship between Abusive Supervision and Employees' Workplace Deviance

In this study, the roles of perceived supervisor's power and negative affectivity as moderators between abusive supervision and employee's workplace deviance were examined. To examine those relationships, 4 hypotheses were developed and tested. The results of an empirical study using survey data from 205 employees of hospital organizations showed that the effect of abusive supervision on supervisor-directed deviant behavior and organizational deviant behavior were found to be weaker when subordinates perceived their supervisor’s power to be high. However, the interactions between abusive supervision and negative affectivity on supervisor-directed deviance and organizational deviance were not significant. Implications, limitations and directions for future research are discussed in the discussion and conclusion sections.