ABSTRACT
Tepper (2000, p. 178) defined perceptions of abusive supervision as “subordinates’ perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact.” Perceptions of abusive supervision are associated with a wide array of negative consequences on personal and organizational outcomes (e.g., performance, psychological wellbeing, workplace deviance; see Martinko, Harvey, Brees, & Mackey, 2013; Tepper, 2007, for reviews and Mackey, Frieder, Brees, & Martinko, in press, for a meta-analysis on the topic). Although numerous studies have examined the association between perceptions of abusive supervision and employees’ attitudes, behaviors, perceptions, and outcomes, less is known about the antecedents of perceptions of abusive supervision (Martinko et al., 2013; Zhang & Bednall, in press). Further, little research has examined how organizational policies and guidelines are associated with perceptions of abusive supervision.
