本研究目的係探討正義知覺對觀察到不當督導以及旁觀者反應之影響，同時探討觀察到不當督導接受度之中介效果以及競爭氣候知覺於其間的調節效果。本研究以台灣與香港的員工作為主要研究對象，比較兩地結果是否會因為文化差異而有所不同，採取電子問卷方式蒐集到479份有效問卷，採用結構方程模型進行分析。研究結果發現，正義知覺對觀察到不當督導接受度有負向影響，而兩地員工在觀察到不當督導接受度後，會有不同程度的助人行為、挺身而出行為、組織偏差行為表現。正義知覺會透過觀察到不當督導接受度，對旁觀者相關反應產生影響。此外，在台灣樣本中，競爭氣候知覺會強化觀察到不當督導接受度與幸災樂禍之正向關聯性；而在香港樣本中，競爭氣候知覺則會強化觀察到不當督導接受度與挺身而出行為之關聯性。針對上述本研究結果，提出管理意涵與未來研究方向。

The Purpose of this study was to examine the influence of justice perception on reactions to abusive supervision as well as investigate the mediating role of  acceptability of vicarious abusive supervision, and the moderating role of perceptions of competitive climate. Considering the potential differences in national culture, this study recruited employees from Taiwan and Hong Kong and conducted online questionnaire survey. The final sample included 254 employees from Taiwan and 225 employees from Hong Kong. Structural equation modeling was utilized to analyze the collected data. Results showed that justice perceptions had negative influence on reactions to abusive supervision, and acceptability of vicarious abusive supervision had different influences on helping behavior, standing up for others and organizational deviance behavior between Taiwan and Hong Kong. Acceptability of vicarious abusive supervision partly mediated the relationship between justice perceptions and  prosocial behavior and deviant behavior. In addition, while Taiwanese employees’ perceptions of competitive climate strengthened the relationship between acceptability of vicarious abusive supervision and schadenfreude, perceptions of competitive climate of employees in Hong Kong strengthened the association between acceptability of vicarious abusive supervision and standing up for injustice. Both theoretical and practical implications were discussed in the study.

目錄 V
圖目錄 VII
表目錄 VIII
第一章	緒論	1
第一節　研究背景	1
第二節　研究動機	2
第三節　研究目的	4
第四節　研究流程	6
第二章　文獻探討	7
第一節　不當督導	7
第三節　競爭氣候知覺	23
第四節　工作投入	27
第五節　觀察到不當督導引起的反應	28
第六節　假設推論	31
第三章	研究方法	35
第一節　研究架構	35
第二節　量化研究設計	36
第三節　變項衡量	36
第四章	結果與討論	40
第一節　敘述性統計分析	40
第二節　問卷信效度分析	42
第三節　差異分析	59
第四節　相關分析	71
第五節　結構方程模型	76
第六節　研究結論	91
第五章	結論與建議	93
第一節　研究結論	93
第二節　理論意涵	97
第三節　管理意涵	98
第四節　研究限制與未來研究建議	100
參考文獻		101

 
圖目錄
圖 1-1 研究流程圖	6
圖3- 1研究架構	35
圖3- 2台灣樣本之驗證性因素分析結果圖	44
圖3- 3香港樣本之驗證性因素分析結果圖	51


 
表目錄
表1- 1 不當督導之後果	11
表1- 2 不當督導之前因	13
表1- 3 觀察到不當督導引起的反應	30
表4- 1問卷回收人口統計特性分析表	42
表4- 2台灣樣本正義知覺構面之驗證性因素分析表	45
表4- 3台灣樣本觀察到不當督導接受度構面之驗證性因素分析表	46
表4- 4台灣樣本助人行為構面之驗證性因素分析表	46
表4- 5台灣樣本挺身而出行為構面之驗證性因素分析表	47
表4- 6台灣樣本幸災樂禍構面之驗證性因素分析表	48
表4- 7台灣樣本工作投入構面之驗證性因素分析表	48
表4- 8台灣樣本組織偏差行為構面之驗證性因素分析表	49
表4- 9台灣樣本主管偏差行為構面之驗證性因素分析表	50
表4- 10台灣樣本競爭氣候知覺構面之驗證性因素分析表	50
表4- 11香港樣本正義知覺構面之驗證性因素分析表	52
表4- 12香港樣本觀察到不當督導接受度構面之驗證性因素分析表	53
表4- 13香港樣本助人行為構面之驗證性因素分析表	53
表4- 14香港樣本挺身而出構面之驗證性因素分析表	54
表4- 15香港樣本幸災樂禍構面之驗證性因素分析表	55
表4- 16香港樣本工作投入構面之驗證性因素分析表	55
表4- 17香港樣本組織偏差行為構面之驗證性因素分析表	56
表4- 18香港樣本主管偏差行為構面之驗證性因素分析表	56
表4- 19香港樣本競爭氣候知覺構面之驗證性因素分析表	57
表4- 20變數之信度表	58
表4- 21地區與各變數間差異分析表	60
表4- 22性別與各變數間差異分析表	61
表4- 23婚姻與各變數間差異分析表	62
表4- 24直屬主管性別與各變數間差異分析表	63
表4- 25年齡與各變數間差異分析表	65
表4- 26教育程度與各變數間差異分析表	67
表4- 27工作產業與各變數間差異分析表	69
表4- 28服務年資與各變數間差異分析表	71
表4- 29台灣樣本研究變項之平均數、標準差及相關係數表	74
表4- 30香港樣本研究變項之平均數、標準差及相關係數表	75
表4- 31台灣樣本之模型配適度	76
表4- 32香港樣本之模型配適度	76
表4- 33台灣樣本之路徑係數表	77
表4- 34香港樣本之路徑係數表	78
表4- 35全樣本之路徑係數表	79
表4- 36不當督導接受度於正義知覺對幸災樂禍之中介效果—台灣樣本	80
表4- 37不當督導接受度於正義知覺對幸災樂禍之中介效果—香港樣本	80
表4- 38不當督導接受度於正義知覺對助人行為之中介效—台灣樣本	81
表4- 39不當督導接受度於正義知覺對助人行為之中介效果—香港樣本	82
表4- 40不當督導接受度於正義知覺對挺身而出行為之中介效果—台灣樣本	82
表4- 41不當督導接受度於正義知覺對挺身而出行為之中介效果—香港樣本	83
表4- 42不當督導接受度於正義知覺對主管偏差行為之中介效果—台灣樣本	84
表4- 43不當督導接受度於正義知覺對主管偏差行為之中介效果—香港樣本	84
表4- 44不當督導接受度於正義知覺對組織偏差行為之中介效果—台灣樣本	85
表4- 45不當督導接受度於正義知覺對組織偏差行為之中介效果—香港樣本	86
表4- 46不當督導接受度於正義知覺對工作投入之中介效果—台灣樣本	86
表4- 47不當督導接受度於正義知覺對工作投入之中介效果—香港樣本	87
表4- 48競爭氣候知覺樣本路徑係數恆等性檢驗結果表—幸災樂禍構面	88
表4- 49高與低競爭氣候知覺模型之路徑係數分析表—幸災樂禍構面	88
表4- 50競爭氣候知覺樣本路徑係數恆等性檢驗結果表—助人行為構面	88
表4- 51競爭氣候知覺樣本路徑係數恆等性檢驗結果表—挺身而出行為構面	89
表4- 52競爭氣候知覺樣本路徑係數恆等性檢驗結果表—工作投入構面	89
表4- 53競爭氣候知覺樣本路徑係數恆等性檢驗結果表—幸災樂禍構面	90
表4- 54競爭氣候知覺樣本路徑係數恆等性檢驗結果表—助人行為構面	90
表4- 55競爭氣候知覺樣本路徑係數恆等性檢驗結果表—挺身而出行為構面	91
表4- 56高與低競爭氣候知覺模型之路徑係數分析表—挺身而出行為構面	91
表4- 57競爭氣候知覺樣本路徑係數恆等性檢驗結果表—工作投入構面	91
表4- 58研究假設檢驗結果表	92

中文文獻
邱皓政 (2008)，「結構方程模式的檢定力分析與樣本數決定」，量化研究學刊，第二卷第一期，頁139-173
胡昌亞、鄭瑩妮 (2014)，「不當督導研究回顧與前瞻」，中華心理學刊，第五十六卷第二期，頁191-214
張碧珊 (2008)，「臺北縣國民小學兼任行政教師工作價值觀與工作投入之關係研究」，國立臺北教育大學教育政策與管理研究所學位論文, 頁1-172
戚樹誠、陳淑貞、楊美玉、朱志傑,、賴璽方 (2016)，「臺灣組織行為的實證發現: 一項國內管理期刊論文的 30 年回顧」，管理學報，第三十三卷第一卷，頁1-34
許境頤、江彧慈 (2013)，「[罵] 有用嗎? 以資源保存理論看不當督導對部屬的影響」，人力資源管理學報，第十三卷第一期，頁81-104
陳淑貞、楊美玉 (2016)，「第三者對代理主管不當督導的反應行為: 情感與認知機制的中介影響」，人力資源管理學報，第十六卷第二期，頁1-23
英文文獻
Ambrose, M. L., & Schminke, M. (2009). “The role of overall justice judgments in organizational justice research: a test of mediation.” Journal of Applied Psychology, 94, No.2, pp.491-500.
Aquino, K., Lewis, M. U., & Bradfield, M. (1999). “Justice constructs, negative affectivity, and employee deviance: A proposed model and empirical test.” Journal of Organizational Behavior, 20, No.7, pp.1073-1091.
Arman, G. (2020). “Bystander intervention in the context of abusive supervision: effects of power distance orientation and gender.” Journal of Work and Organizational Psychology, 36, No.2, pp.111-124.
Arnold, T., Flaherty, K. E., Voss, K. E., & Mowen, J. C. (2009). “Role stressors and retail performance: The role of perceived competitive climate.” Journal of Retailing, 85, No.2, pp.194-205.
Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). “Antecedents and outcomes of abusive supervision: test of a trickle-down model.” Journal of Applied Psychology, 92, No.1, pp.191-201.
Bakker, A.B., Demerouti, E. and Verbeke, W. (2004), “Using the Job Demands-Resources model to predict burnout and performance”, Human Resource Management, 43, No.1, pp. 83-104.
Bamberger, P. A., & Bacharach, S. B. (2006). “Abusive supervision and subordinate problem drinking: Taking resistance, stress and subordinate personality into account.” Human Relations, 59, No.6, pp.723-752.
Barclay, L. J., & Kiefer, T. (2014). “Approach or avoid? Exploring overall justice and the differential effects of positive and negative emotions.” Journal of Management, 40, No.7, pp.1857-1898.
Bennett, R. J., & Robinson, S. L. (2000). “Development of a measure of workplace deviance.” Journal of Applied Psychology, 85, No.3, pp.349-360.
Biddle, B. J. (1979). “Role theory: Expectations, identities, and behaviors.” New York: Academic Press
Bies, R. J., & Moag, J. F. (1986). “Interactional justice: Communication criteria of fairness.” In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on negotiations in organizations (Vol. 1, pp. 43-55). Greenwich, CT: JAI Press
Blader, S. L., & Tyler, T. R. (2009). “Testing and extending the group engagement model: Linkages between social identity, procedural justice, economic outcomes, and extrarole behavior.” Journal of Applied Psychology, 94, No.2, pp.445-464.
Blader, S. L., Wiesenfeld, B. M., Fortin, M., & Wheeler-Smith, S. L. (2013). “Fairness lies in the heart of the beholder: How the social emotions of third parties influence reactions to injustice.” Organizational Behavior and Human Decision Processes, 121, No.1, pp.62-80.
Bowling, N. A., & Michel, J. S. (2011). “Why do you treat me badly? The role of attributions regarding the cause of abuse in subordinates' responses to abusive supervision.” Work & Stress, 25, No.4, pp.309-320.
Breaux, D. M., Perrewé, P. L., Hall, A. T., Frink, D. D., & Hochwarter, W. A. (2008). “Time to try a little tenderness? The detrimental effects of accountability when coupled with abusive supervision.” Journal of Leadership & Organizational Studies, 15, No.2, pp.111-122.
Brown, S. P., Cron, W. L., & Slocum Jr, J. W. (1998). “Effects of trait competitiveness and perceived intraorganizational competition on salesperson goal setting and performance.” Journal of Marketing, 62, No.4, pp.88-98.
Brown, S. P., & Leigh, T. W. (1996). “A new look at psychological climate and its relationship to job involvement, effort, and performance.” Journal of Applied Psychology, 81, No.4, pp.358-368.
Burris, E. R., Detert, J. R., & Chiaburu, D. S. (2008). “Quitting before leaving: the mediating effects of psychological attachment and detachment on voice.” Journal of Applied Psychology, 93, No.4, pp.912-922.
Buunk, B. P., Van der Zee, K., & VanYperen, N. W. (2001). “Neuroticism and social comparison orientation as moderators of affective responses to social comparison at work.” Journal of Personality, 69, No.5, pp.745-762.
Carlson, D., Ferguson, M., Hunter, E., & Whitten, D. (2012). “Abusive supervision and work–family conflict: The path through emotional labor and burnout.” The Leadership Quarterly, 23, No.5, pp.849-859.
Carlson, D. S., Ferguson, M., Perrewé, P. L., & Whitten, D. (2011). “The fallout from abusive supervision: An examination of subordinates and their partners.” Personnel Psychology, 64, No.4, pp.937-961.
Chen, C., Qin, X., Yam, K. C., & Wang, H. (2020). “Empathy or schadenfreude? Exploring observers’ differential responses to abusive supervision.” Journal of Business and Psychology, pp.1-18.
Chen, S.C. and Liu, N.T. (2019), “When and how vicarious abusive supervision leads to bystanders’ supervisor-directed deviance: a moderated-mediation model”, Personnel Review, 48, No.7, pp.1734-1755.
Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). “Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations.” Asian Journal of Social Psychology, 7, No.1, pp.89-117.
Dekker, I., & Barling, J. (1998). “Personal and organizational predictors of workplace sexual harassment of women by men.” Journal of Occupational Health Psychology, 3, No.1, pp.7-18.
Deutsch, M. (1949). “A theory of co-operation and competition.” Human Relations, 2, No.2, pp,129-152.
Duffy, M. K., & Ferrier, W. J. (2003). “Birds of a feather...? How supervisor-subordinate dissimilarity moderates the influence of supervisor behaviors on workplace attitudes.” Group & Organization Management, 28, No.2, pp.217-248.
Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., & Steiger-Mueller, M. (2010). “Leader–member exchange and affective organizational commitment: The contribution of supervisor's organizational embodiment.” Journal of Applied Psychology, 95, No.6, pp.1085-1103.
Eissa, G., & Lester, S. W. (2017). “Supervisor role overload and frustration as antecedents of abusive supervision: The moderating role of supervisor personality.” Journal of Organizational Behavior, 38, No.3, pp.307-326.
Elovainio, M., Heponiemi, T., Kuusio, H., Sinervo, T., Hintsa, T., & Aalto, A. M. (2010). “Developing a short measure of organizational justice: a multisample health professionals study.” Journal of Occupational and Environmental Medicine, 52, No.11, pp.1068-1074.
Fletcher, T. D., Major, D. A., & Davis, D. D. (2008). “The interactive relationship of competitive climate and trait competitiveness with workplace attitudes, stress, and performance.” Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 29, No.7, pp.899-922.
Folger, R., Cropanzano, R., & Goldman, B. (2005). “What is the relationship between justice and morality.” Handbook of Organizational Justice, 215, pp.215-245.
Folger, R., & Cropanzano, R. (2001). Fairness theory: “Justice as accountability.” In J. Greenberg & R. Cropanzano (Eds.), Advances in Organization Justice: pp.1-55. Stanford, CA: Stanford University Press.
Folger, R., & Cropanzano, R. (1998). Organizational justice and human resource management. Thousand Oaks, CA: Sage Publications, Inc.
Goffman, E. (1956). “Embarrassment and social organization.” The American Journal of Sociology, 62, pp.264–271.
Greenbaum, R. L., Mawritz, M. B., Mayer, D. M., & Priesemuth, M. (2013). “To act out, to withdraw, or to constructively resist? Employee reactions to supervisor abuse of customers and the moderating role of employee moral identity.” Human Relations, 66, No.7, pp.925-950.
Griffin, M. L., Hogan, N. L., Lambert, E. G., Tucker-Gail, K. A., & Baker, D. N. (2010). “Job involvement, job stress, job satisfaction, and organizational commitment and the burnout of correctional staff.” Criminal Justice and Behavior, 37, No.2, pp.239-255.
Harris, K. J., Harvey, P., Harris, R. B., & Cast, M. (2013). “An investigation of abusive supervision, vicarious abusive supervision, and their joint impacts.” The Journal of Social Psychology, 153, No.1, pp.38-50.
Harris, K. J., Harvey, P., & Kacmar, K. M. (2011). “Abusive supervisory reactions to coworker relationship conflict.” The Leadership Quarterly, 22, No.5, pp.1010-1023.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). “An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship.” The Leadership Quarterly, 18, No.3, pp.252-263.
Harrison, R. L., & Westwood, M. J. (2009). “Preventing vicarious traumatization of mental health therapists: Identifying protective practices.” Psychotherapy: Theory, Research, Practice, Training, 46, No.2, pp.203-219.
Hobman, E. V., Restubog, S. L. D., Bordia, P., & Tang, R. L. (2009). “Abusive supervision in advising relationships: Investigating the role of social support.” Applied Psychology, 58, No.2, pp.233-256.
Hoobler, J. M., & Brass, D. J. (2006). “Abusive supervision and family undermining as displaced aggression.” Journal of Applied Psychology, 91, No.5, pp.1125-1133.
Hoyle, R. H., & Panter, A. T. (1995). “Writing about structural equation models.” In R. H. Hoyle (Ed.): Structural Equation Modeling: Concepts, Issues and Applications, Sage, Thousand Oaks, CA, pp.158-176
Hu, L., & Liu, Y. (2017). “Abuse for status: A social dominance perspective of abusive supervision.” Human Resource Management Review, 27, No.2, pp.328-337.
Innes, J. M., & Clarke, A. (1985). “Job involvement as a moderator variable in the life events stress–illness relationship.” Journal of Organizational Behavior, 6, No.4, pp.299-303.
Jian, Z., Kwan, H. K., Qiu, Q., Liu, Z. Q., & Yim, F. H. K. (2012). “Abusive supervision and frontline employees' service performance.” The Service Industries Journal, 32, No.5, pp.683-698.
Jones, D. A., & Martens, M. L. (2009). “The mediating role of overall fairness and the moderating role of trust certainty in justice–criteria relationships: The formation and use of fairness heuristics in the workplace.” Journal of Organizational Behavior, 30, No.8, pp.1025-1051.
Jones, J. L., Davis, W. D., & Thomas, C. H. (2017). “Is competition engaging? Examining the interactive effects of goal orientation and competitive work environment on engagement.” Human Resource Management, 56, No.3, pp.389-405.
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). “Organizational Stress: Studies in Role Conflict and Ambiguity.” American Sociological Review, 30, No.4, pp.620.
Kahneman, D., Knetsch, J. L., & Thaler, R. (1986). “ Fairness as a constraint on profit seeking: Entitlements in the market.” The American Economic Review, pp.728-741.
Kanungo, R. N. (1982). “Measurement of job and work involvement.” Journal of Applied Psychology, 67, No.3, pp.341-349.
Keller, R. T. (1997). “Job involvement and organizational commitment as longitudinal predictors of job performance: A study of scientists and engineers.” Journal of Applied Psychology, 82, No.4, pp.539-545.
Kernan, M. C., Watson, S., Chen, F. F., & Kim, T. G. (2011). “How cultural values affect the impact of abusive supervision on worker attitudes.” Cross Cultural Management, 18, pp.464-484.
Khalid, M., Bashir, S., Khan, A. K., & Abbas, N. (2018). “When and how abusive supervision leads to knowledge hiding behaviors: An Islamic work ethics perspective.” Leadership & Organization Development Journal, 26, No.3, pp.489-511
Kiazad, K., Restubog, S. L. D., Zagenczyk, T. J., Kiewitz, C., & Tang, R. L. (2010). “In pursuit of power: The role of authoritarian leadership in the relationship between supervisors’ Machiavellianism and subordinates’ perceptions of abusive supervisory behavior.” Journal of Research in Personality, 44, No.4, pp.512-519.
Kilduff, G. J., Elfenbein, H. A., & Staw, B. M. (2010). “The psychology of rivalry: A relationally dependent analysis of competition.” Academy of Management Journal, 53, No.5, pp.943-969.
Kilduff, G. J. (2014). “Driven to win: Rivalry, motivation, and performance.” Social Psychological and Personality Science, 5, No.8, pp.944-952.
Kilduff, G. J., Galinsky, A. D., Gallo, E., & Reade, J. J. (2016). “Whatever it takes to win: Rivalry increases unethical behavior.” Academy of Management Journal, 59, No.5, pp.1508-1534.
Kim, E., & Glomb, T. M. (2014). “Victimization of high performers: The roles of envy and work group identification.” Journal of Applied Psychology, 99, No.4, pp.619-634.
Kohn, A. (1992). No contest: The case against competition. Houghton Mifflin Harcourt.
Ku, G., Malhotra, D., & Murnighan, J. K. (2005). “Towards a competitive arousal model of decision-making: A study of auction fever in live and Internet auctions.” Organizational Behavior and Human Decision Processes, 96, No.2, pp.89-103.
Lam, C. K., Van der Vegt, G. S., Walter, F., & Huang, X. (2011). “Harming high performers: A social comparison perspective on interpersonal harming in work teams.” Journal of Applied Psychology, 96, No.3, pp.588-601.
Leach, C. W., Spears, R., Branscombe, N. R., & Doosje, B. (2003). “Malicious pleasure: Schadenfreude at the suffering of another group.” Journal of Personality and Social Psychology, 84, No.5, pp.932-943.
Levinson, H. (1965). “The relation between man and Organization.” Administrative Science Quarterly, 9, No.6, pp.61-685.
Liao, H., & Rupp, D. E. (2005). “The impact of justice climate and justice orientation on work outcomes: a cross-level multifoci framework.” Journal of Applied Psychology, 90, No.2, pp.242-256.
Lind, E. A. (2001). “Fairness heuristic theory: Justice judgments as pivotal cognitions in organizational relations.” Advances in Organizational Justice, pp.56-88
Liu, D., Liao, H., & Loi, R. (2012). “The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity.” Academy of Management Journal, 55, No.5, pp.1187-1212.
Liu, W., Zhang, P., Liao, J., Hao, P., & Mao, J. (2016). “Abusive supervision and employee creativity: The mediating role of psychological safey and organizational identification.” Management Decision, 54, pp.130-147
Liu, X. Y., & Wang, J. (2013). “Abusive supervision and organizational citizenship behaviour: is supervisor–subordinate guanxi a mediator?.” The International Journal of Human Resource Management, 24, No.7, pp.1471-1489.
Lodahl, T. M., & Kejnar, M. (1965). “The definition and measurement of job involvement.” Journal of Applied Psychology, 49, No.1, pp.24-33.
Malhotra, D., Ku, G., & Murnighan, J. K. (2008). “When winning is everything.” Harvard Business Review, 86, No.5, pp.78-86.
Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). “A review of abusive supervision research.” Journal of Organizational Behavior, 34, S120-S137.
Mayer, D. M., Greenbaum, R. L., Kuenzi, M., & Shteynberg, G. (2009). “When do fair procedures not matter? A test of the identity violation effect.” Journal of Applied Psychology, 94, No.1, pp.142-161.
Mayer, D. M., Kuenzi, M., Greenbaum, R., Bardes, M., & Salvador, R. B. (2009). “How low does ethical leadership flow? Test of a trickle-down model.” Organizational Behavior and Human Decision Processes, 108, No.1, pp.1-13.

Michelson, G., & Mouly, V. S. (2002). “ ‘You didn't hear it from us but…’: Towards an understanding of rumour and gossip in organisations.” Australian Journal of Management, 27, pp.57-67
Mitchell, M. S., & Ambrose, M. L. (2007). “Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs.” Journal of Applied Psychology, 92, No.4, pp.1159-1168.
Mitchell, M. S., & Ambrose, M. L. (2012). “Employees' behavioral reactions to supervisor aggression: An examination of individual and situational factors.” Journal of Applied Psychology, 97, No.6, pp.1148-1170
Mitchell, M. S., Vogel, R. M., & Folger, R. (2015). “Third parties’ reactions to the abusive supervision of coworkers.” Journal of Applied Psychology, 100, No.4, pp.1040-1055
Neal, A., & Griffin, M. A. (1999). “Developing a model of individual performance for human resource management.” Asia Pacific Journal of Human Resources, 37, No.2, pp.44-59.
Niehoff, B. P., & Moorman, R. H. (1993). “Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior.” Academy of Management Journal, 36, No.3, pp.527-556.
Niehoff, B. P., Paul, R. J., & Bunch, J. F. (1998). “The social effects of punishment events: The influence of violator past performance record and severity of the punishment on observers' justice perceptions and attitudes.” Journal of Organizational Behavior, 19, No.6, pp.589-602.
O'reilly, J., & Aquino, K. (2011). “A model of third parties' morally motivated responses to mistreatment in organizations.” Academy of Management Review, 36, No.3, pp.526-543.
Oyserman, D. (1993). “The lens of personhood: Viewing the self and others in a multicultural society.” Journal of Personality and Social Psychology, 65, No.5, pp.993-1009
Paullay, I. M., Alliger, G. M., & Stone-Romero, E. F. (1994). “Construct validation of two instruments designed to measure job involvement and work centrality.” Journal of Applied Psychology, 79, No.2, pp.224-228

Peng, A. C., Schaubroeck, J. M., & Li, Y. (2014). “Social exchange implications of own and coworkers' experiences of supervisory abuse.” Academy of Management Journal, 57, No.5, pp.1385-1405.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). “Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors.” The Leadership Quarterly, 1, No.2, pp.107-142.
Power, J. L., Brotheridge, C. M., Blenkinsopp, J., Bowes-Sperry, L., Bozionelos, N., Buzády, Z., ... & Nnedumm, A. U. O. (2013). “Acceptability of workplace bullying: A comparative study on six continents.” Journal of Business Research, 66, No.3, pp.374-380.
Priesemuth, M., & Schminke, M. (2019). “Helping thy neighbor? Prosocial reactions to observed abusive supervision in the workplace.” Journal of Management, 45, No.3, pp.1225-1251.
Priesemuth, M. (2013). “Stand up and speak up: Employees’ prosocial reactions to observed abusive supervision.” Business & Society, 52, No.4, pp.649-665.
Rabinowitz, S., & Hall, D. T. (1977). “Organizational research on job involvement.” Psychological Bulletin, 84, No.2, pp.265-288
Rafferty, A. E., Restubog, S. L. D., & Jimmieson, N. L. (2010). “Losing sleep: Examining the cascading effects of supervisors' experience of injustice on subordinates' psychological health.” Work & Stress, 24, No.1, pp.36-55.
Rafferty, A. E., & Restubog, S. L. D. (2011). “The influence of abusive supervisors on followers' organizational citizenship behaviours: The hidden costs of abusive supervision.” British Journal of Management, 22, No.2, pp.270-285.
Restubog, S. L. D., Scott, K. L., & Zagenczyk, T. J. (2011). “When distress hits home: The role of contextual factors and psychological distress in predicting employees' responses to abusive supervision.” Journal of Applied Psychology, 96, No.4, pp.713-729
Rupp, D. E., & Bell, C. M. (2010). “Extending the deontic model of justice: Moral self-regulation in third-party responses to injustice.” Business Ethics Quarterly, 20, pp.89-106.
Rupp, D. E., & Cropanzano, R. (2002). “The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice.” Organizational Behavior and Human Decision Processes, 89, No.1, pp.925-946.
Rupp, D. E., Shao, R., Jones, K. S., & Liao, H. (2014). “The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules, moral accountability, bandwidth-fidelity, and social exchange.” Organizational Behavior and Human Decision Processes, 123, No.2, pp.159-185.
Shaffer, J. A., Courtright, S. H., Colbert, A., & Darnold, T. C. 2011. “Perpetuating abusive supervision: Thirdparty reactions to abusive supervision. ” Paper presented at the 26th annual conference program, Society for Industrial and Organizational Psychology (SIOP), Chicago
Shoss, M. K., Eisenberger, R., Restubog, S. L. D., & Zagenczyk, T. J. (2013). “Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor's organizational embodiment.” Journal of Applied Psychology, 98, No.1, pp.158-168.
Skarlicki, D. P., & Kulik, C. T. (2004). “Third-party reactions to employee (mis) treatment: A justice perspective.” Research in Organizational Behavior, 26, pp.183-229.
Skarlicki, D. P., & Rupp, D. E. (2010). “Dual processing and organizational justice: The role of rational versus experiential processing in third-party reactions to workplace mistreatment.” Journal of Applied Psychology, 95, No.5, pp.944-952.
Skitka, L. J., & Mullen, E. (2002). “The dark side of moral conviction.” Analyses of Social Issues and Public Policy, 2, No.1, pp.35-41.
Skitka, L. J. (2002). “Do the means always justify the ends, or do the ends sometimes justify the means? A value protection model of justice reasoning.” Personality and Social Psychology Bulletin, 28, No.5, pp.588-597.
Smith, R. H. (2013). The joy of pain: Schadenfreude and the dark side of human nature. Oxford University Press.
Gwak, Y. S., Jung, Y., & Sohn, Y. W. (2017). “Who Suffers the Most from Abusive Supervision? A Moderated Mediation Model.” Korean Journal of Industrial and Organizational Psychology, 30, No.3, pp.443-464.
Tax, S. S., Brown, S. W., & Chandrashekaran, M. (1998). “Customer evaluations of service complaint experiences: implications for relationship marketing.” Journal of Marketing, 62, No.2, pp.60-76.
Tepper, B. J., Moss, S. E., Lockhart, D. E., & Carr, J. C. (2007). “Abusive supervision, upward maintenance communication, and subordinates' psychological distress.” Academy of Management Journal, 50, No.5, pp.1169-1180.
Tepper, B. J. (2000). “Consequences of abusive supervision.” Academy of Management Journal, 43, No.2, pp.178-190.
Tepper, B. J. (2007). “Abusive supervision in work organizations: Review, synthesis, and research agenda.” Journal of Management, 33, No.3, pp.261-289.
Thau, S., & Mitchell, M. S. (2010). “Self-gain or self-regulation impairment? Tests of competing explanations of the supervisor abuse and employee deviance relationship through perceptions of distributive justice.” Journal of Applied Psychology, 95, No.6, pp.1009-1031.
Turillo, C. J., Folger, R., Lavelle, J. J., Umphress, E. E., & Gee, J. O. (2002). “Is virtue its own reward? Self-sacrificial decisions for the sake of fairness.” Organizational Behavior and Human Decision Processes, 89, No.1, pp.839-865.
Tyler, B. D., Cobbs, J., Nichols, B. S., & Dalakas, V. (2019). “Schadenfreude, rivalry antecedents, and the role of perceived sincerity in sponsorship of sport rivalries.” Journal of Business Research.
Van Dijk, W. W., Ouwerkerk, J. W., & Goslinga, S. (2009). “The impact of deservingness on schadenfreude and sympathy: Further evidence.” The Journal of Social Psychology, 149, pp.290-292.
Whiteside, D. B., & Barclay, L. J. (2013). “Echoes of silence: Employee silence as a mediator between overall justice and employee outcomes.” Journal of Business Ethics, 116, No.2, pp.251-266.
Wills, T. A. (1981). “Downward comparison principles in social psychology.” Psychological Bulletin, 90, No.2, pp.245-268.
Xu, E., Huang, X., Jia, R., Xu, J., Liu, W., Graham, L., & Snape, E. (2020). “The “Evil Pleasure”: Abusive Supervision and Third-Party Observers’ Malicious Reactions Toward Victims.” Organization Science, 31, No.5, pp.1115-1137.
Xu, E., Huang, X., Lam, C. K., & Miao, Q. (2012). “Abusive supervision and work behaviors: The mediating role of LMX.” Journal of Organizational Behavior, 33, No.4, pp.531-543.
Yagil, D., Ben-Zur, H., & Tamir, I. (2011). “Do employees cope effectively with abusive supervision at work? An exploratory study.” International Journal of Stress Management, 18, No.1, pp.5-23.
Yagil, D. (2006). “The relationship of abusive and supportive workplace supervision to employee burnout and upward influence tactics.” Journal of Emotional Abuse, 6, No.1, pp.49-65.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). “Abusive supervision and subordinates' organizational citizenship behavior.” Journal of Applied Psychology, 87, No.6, pp.1068-1076.
Zhang, J., & Liu, J. (2018). “Is abusive supervision an absolute devil? Literature review and research agenda.” Asia Pacific Journal of Management, 35, No.3, pp.719-744.
Zhang, Y., & Bednall, T. C. (2016). “Antecedents of abusive supervision: A meta-analytic review.” Journal of Business Ethics, 139, No.3, pp.455-471.
Zhang, Y., & Liao, Z. (2015). “Consequences of abusive supervision: A meta-analytic review.” Asia Pacific Journal of Management, 32, No,4, pp.959-987.