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dc.contributor.authorHoobler, Jenny M.
dc.contributor.authorHu, Jasmine
dc.date.accessioned2013-12-03T22:25:58Z
dc.date.available2013-12-03T22:25:58Z
dc.date.issued2013-02
dc.identifier.bibliographicCitationHoobler JM, Hu J. A model of injustice, abusive supervision, and negative affect. Leadership Quarterly. Feb 2013;24(1):256-269. DOI: 10.1016/j.leaqua.2012.11.005en_US
dc.identifier.issn1048-9843
dc.identifier.urihttp://hdl.handle.net/10027/10769
dc.descriptionNOTICE: This is the author’s version of a work that was accepted for publication in Leadership Quarterly. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Leadership Quarterly, [Vol 24, Issue 1, 2013] DOI:10.1016/j.leaqua.2012.11.005en_US
dc.description.abstractIn this study we test a model of workplace interactional injustice, abusive supervision, and subordinate outcomes (work-family conflict and job performance) using affect to explain behavior. In a sample of 200 full-time workers from various industries, their supervisors, and workers’ family members, for a total sample of 600 respondents, we position state negative affect as the explanatory mechanism for both how supervisors’ perceptions of injustice are associated with subordinates’ perceptions of abusive supervision, and also how abusive supervision, in turn, may be associated with subordinates’ job performance and their family members’ perceptions of work-family conflict. Organizational justice theory underpins our model.en_US
dc.language.isoen_USen_US
dc.publisherElsevieren_US
dc.subjectNegative affecten_US
dc.subjectabusive supervisionen_US
dc.subjectinteractional justiceen_US
dc.titleA Model of Injustice, Abusive Supervision, and Negative Affecten_US
dc.typeArticleen_US


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