Cognitive and Affective Job Insecurity: A Meta-Analysis and a Primary Study

In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation and direct and displaced aggression as a foundation for examining employees' reactions to abusive supervision. The authors predict abusive supervision will be related to supervisor-directed deviance, organizational deviance, and interpersonal deviance. Additionally, the authors examine the moderating effects of negative reciprocity beliefs. They hypothesized that the relationship between abusive supervision and supervisor-directed deviance would be stronger when individuals hold higher negative reciprocity beliefs. The results support this hypothesis. The implications of the results for understanding destructive behaviors in the workplace are examined.

Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, which lends support to the separability of ID and OD. Whether the R. J. Bennett and S. L. Robinson (2000) instrument was used moderated some relationships. ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability. Correlations with organizational justice were small to moderate, and correlations with demographic variables were generally negligible.