Table 5.

A tentative overview of constructs studied in abusive supervision research

Authors	Antecedents	Moderators	Mediators	Outcomes	Primary theory
Harris et al. (2007)	Abusive supervision	Meaning of work		Performance	COR theory
Aryee et al. (2008)	Abusive supervision	Work unit structure	Emotional exhaustion	Job dedication	COR theory
Carlson et al. (2012)	Abusive supervision		Surface acting, emotional exhaustion	Work-to-Family conflict, family-to-work conflict	COR theory
Mackey et al. (2013)	Abusive supervision	Social Adaptability		job satisfaction, work effort	COR theory
Chi and Liang (2013)	Abusive supervision	Cognitive reappraisal, expressive suppression	Emotional exhaustion	Work withdrawal	COR theory
Whitman et al. (2014)	Abusive supervision		Emotional exhaustion	Feedback avoidance	COR theory
Byrne et al. (2014)	Supervisor's depression, anxiety, and alcohol consumption at work	Supervisors' anxiety		Abusive supervision	COR theory
Xu et al. (2015)	Abusive supervision	LMX	Emotional exhaustion	Employee Silence	COR theory
Pradhan et al. (2019)	Abusive supervision		Emotional exhaustion	Intention to quit	COR theory
Fan et al. (2020)	Team performance	Prevention focus	Supervisor's emotional exhaustion	Abusive Supervision	COR theory
Xu et al. (2020)	Abusive supervision	HPWS utilization, Intention to leave, Organizational commitment		Silence	COR theory
Peltokorpi and Ramaswami (2020)	Abusive supervision	Power distance orientation	Job Satisfaction	Mental and physical health problems	COR theory
Thau & Mitchell (2010)	Abusive supervision	Distributive Justice	Intrusive thoughts	Supervisor- and organization-directed deviance	Self-regulation theory
Wheeler et al. (2013)	Abusive supervision	Psychological Entitlement	Emotional exhaustion	Co-worker abuse	Self-regulation theory
Lian et al. (2014a)	Abusive supervision	Self-control capacity	Hostility towards supervisor	Supervisor-directed aggression	Self-regulation Theory
Collins and Jackson (2015)	Pre-task negative emotions	Attentional Resource Capacity	Leader’s self-regulation impairment	Abusive Supervision	Self-regulation theory
Barnes et al. (2015)	Leader’s sleep quality		Leader’s ego-depletion	Leader’s work engagement	Self-regulation theory
Liang et al. (2016)	Subordinate’s performance	Supervisor’s hostile attribution and mindfulness	Supervisor’s hostility towards subordinate	Abusive Supervision	Self-regulation theory
McAllister and Perrewe (2018)	Abusive Supervision	Active coping	State self-regulation	Bullying	Self-regulation theory
Pundt and Schwarzbeck (2018)	Supervisor’s irritation	Supervisor’s self-control		Abusive Supervision	Self-regulation Theory
Yuan et al. (2020)	Abusive Supervision	Trait self-control	Emotional exhaustion	Safety compliance	Self-regulation theory
Mackey et al. (2020)	Abusive Supervision	LMX differentiation	Relational ego-depletion	Supervisor-directed destructive voice	Self-regulation theory
Zellars et al. (2002)	Abusive Supervision	Role definitions of OCB	Procedural justice	OCB	Social exchange Theory
Thau et al. (2009)	Abusive Supervision	Uncertainty of management style		Deviance	Social exchange Theory
Liu et al. (2010)	Abusive Supervision	Traditionality	Revenge cognitions	Deviance	Social exchange theory
Rafferty and Restubog (2011)	Abusive Supervision		Meaning of work, interactional justice, OBSE	Prosocial silence and voice	Social exchange theory
Mackey et al. (2018b)	Abusive Supervision	SOE	Perceived organizational obstruction	OCB	Social exchange theory
Mackey et al. (2018a)	Subordinate’s entitlement	Subordinates felt accountability	Abusive supervision	Co-worker bullying	Social exchange theory
Choi et al. (2019)	Abusive Supervision	Psychological contract fulfilment, Self-enhancement motive	LMX	Knowledge sharing	Social exchange theory
Camps et al. (2020)	Abusive followership	Supervisor’s self-doubt	Supervisor’s interpersonal justice	Abusive Supervision	Social exchange theory
Kim et al. (2018)	Abusive Supervision	Organizational tenure		Knowledge sharing	Social exchange theory
Liu et al. (2020)	Abusive Supervision	Moral identification	Organizational identification	Deviance	Social exchange theory
Khalid et al. (2020)	Psychological entitlement	Hostile attribution bias	Abusive supervision	Knowledge hiding behaviour	Social exchange theory
Jahanzeb et al. (2019)	Abusive Supervision	Negative reciprocity beliefs	Knowledge hiding	Creativity	Social exchange theory
Restubog et al. (2011)	Aggressive norms		Abusive supervision	Supervisor-directed deviance	Social learning theory
Kiewitz et al. (2012)	Supervisor’s family undermining	Supervisor’s self-control		Abusive Supervision	Social learning theory
Lukacik and Bourdage (2019)	Abusive supervision	Role modelling		Impression management tactics	Social learning theory
Tu et al. (2018)	Exposed abuse	Ideal leadership self-concept		Abusive Supervision	Social learning theory
Jiang et al. (2019)	Abusive supervision	Social comparison orientation	Creative self-efficacy	Creativity	Social learning theory
Taylor et al. (2019)	Abusive supervision by manager	Supervisor’s moral identity	Supervisor’s relational disidentification	Abusive supervision, ethical leadership	Social learning theory
Ouyang et al. (2015)	Abusive supervision	Gender	Perceived insider status	Voice, problem prevention, taking charge	Social identity theory
Schaubroeck et al. (2016)	Relative abusive supervision	Group potency	Peer respect	Affective commitment, turnover intention	Social identity theory
Yu et al. (2016)	Abusive supervision	Future work self-salience	Affective commitment	Job performance	Social identity theory
Liu et al. (2020)	Abusive supervision	Moral Identification	Organizational identification	Organizational deviance	Social identity theory
Priesemuth et al. (2014)	Abusive supervision climate		Group identification, collective efficacy	Group cooperation, OCB, and performance	Social identity theory