Stifling my fire: The impact of abusive supervision on employees’ motivation and ensuing outcomes at work

• Sigalit Ronen ^[1] ; Magda B. L. Donia ^[2]
  1. [1] California State University, Northridge

     California State University, Northridge

     Estados Unidos

     
  2. [2] University of Ottawa

     University of Ottawa

     Canadá

     
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 36, Nº 3, 2020, págs. 205-214
• Idioma: inglés
• DOI: 10.5093/jwop2020a20
• Títulos paralelos:
  • Ahogando mi fuego: La repercusión de la supervisión abusiva en la motivación de los empleados y los consiguientes resultados en el trabajo
• Enlaces
  • Texto completo (pdf)
• Resumen
  • español

    A pesar de que el efecto del liderazgo abusivo en el desempeño individual esté bien documentado, no se entienden por completo los mecanismos que lo explican. De acuerdo con la teoría de la autodeterminación, sugerimos que el efecto negativo del liderazgo abusivo en el rendimiento de los empleados en el trabajo se debe a que la motivación autónoma está malograda. Los resultados de los datos recogidos a lo largo del tiempo de 306 empleados indican que la supervisión abusiva da lugar a una menor motivación autónoma, mayor motivación controlada y una mayor carencia de motivación (amotivación). Se ha visto que dichos estados motivacionales a su vez afectan positivamente a los comportamientos contraproductivos en el trabajo y a la intención de dejar el puesto y negativamente a la satisfacción laboral y a los comportamientos innovadores. Los resultados avalan el rol de la motivación como mecanismo explicativo por el cual la supervisión abusiva afecta negativamente a resultados importantes de los empleados en el trabajo. Se comentan las implicaciones prácticas y los planes de investigación futura.

  • English

    Although the effect of abusive leadership on individual performance is well-documented, the mechanisms that explains this effect are not fully understood. Drawing on self-determination theory, we suggest that the negative effect of abusive leadership on employees’ workplace outcomes results from followers’ thwarted autonomous motivation. Results of time lagged data collected from 306 full-time employees indicate that abusive supervision leads to lower autonomous motivation, higher controlled motivation, and more lack of motivation (amotivation). These motivational states in turn are found to positively affect counterproductive work behaviors and intentions to quit the job and negatively affect employees’ job-satisfaction and innovative behaviors. Our findings support the role of motivation as an explanatory mechanism by which abusive supervision negatively affects important employee work outcomes. Practical implications and future research directions are discussed.

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