一、中文部分
盧昱瑩(2011)，聰明搞定低EQ老闆，Cheers雜誌107期。
二、英文部分
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz, (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). New York: Academic Press.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1- 18.
Allen, N. J., & Meyer, J. P. (1997). Commitment in the workplace: Theory, research and application. Thousand Oaks.
Aquino, K. (2000). Structural and individual determinants of work-place victimization: The effects of hierarchical status and con-flict management style. Journal of Management, 26(2), 171-193.
Aquino, K., & Bradfield, M. (2000). Perceived victimization in the workplace: The role of situational factors and victim charac-teristics. Organization Science, 11(5), 525-537.
Aquino, K., & Byron, K. (2002). Dominating interpersonal behavior and perceived victimization in groups: Evidence for a curvi-linear relationship. Journal of Management, 28(1), 69-87.
Aquino, K., Grover, S. L., Bradfield, M., & Allen, D. G. (1999). The effects of negative affectivity, hierarchical status, and self-determination on workplace victimization. Academy of Management Journal, 42(3), 260-272.
Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). Anteced-ents and outcomes of abusive supervision: Test of a trick-le-down model. Journal of Applied Psychology, 92(1), 191- 201.
Aryee, S., Sun, L. Y., Chen, Z. X. G., & Debrah, Y. A. (2008). Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure. Management and Organization Review, 4(3), 393- 411.
Aselage, J., & Eisenberger, R. (2003). Perceived organizational sup-port and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5), 491- 509.
Ashforth, B. E. (1987). Organizations and the petty tyrant: An explor-atory study. In 47th annual meeting of the Academy of Man-agement, New Orleans (pp. 9-12).
Ashforth, B. E. (1994). Petty tyranny in organizations. Human Rela-tions, 47(7), 755-778.
Ashforth, B. E. (1997). Petty tyranny in organizations: A preliminary examination of antecedents and consequences. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l’Administration, 14(2), 126-140.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the or-ganization. Academy of Management Review, 14(1), 20-39.
Barling, J., Christie, A., & Turner, N. (2008). Pseudo-transformational leadership: Towards the development and test of a model. Journal of Business Ethics, 81(4), 851-861.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator varia-ble distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Bass, B. M. (1990). Bass and stogdill’s handbook of leadership: Theory, research, & managerial applications (3rd ed.). New York: Free Press.
Becker, H. S. (1960). Notes on the concept of commitment. American journal of Sociology, 66(1), 32-40.
Becker, T. E., Billings, R. S., Eveleth, D. M., & Gilbert, N. L. (1996). Foci and bases of employee commitment: Implications for job performance. Academy of Management Journal, 39(2), 464- 482.
Bennett, R. J., & Robinson, S. L. (2003). The past, present and future of workplace deviance research. In J. Greenberg (Ed.), Organ-izational behavior: The state of the science (2nd ed., pp. 247-281). Mahwah, NJ: Erlbaum.
Bentler, P. M., & Yuan, K. H. (1999). Structural equation modeling with small samples: Test statistics. Multivariate Behavioral Research, 34(2), 181-197.
Bergami, M., & Bagozzi, R. P. (2000). Self-categorization, affective commitment and group self-esteem as distinct aspects of social identity in the organization. British Journal of Social Psychol-ogy, 39(4), 555-577.
Bies, R. J. (2001). Interactional (in)justice: The sacred and the profane. In J. Greenberg & R. Cropanzano (Eds.), Advances in organi-zational justice (pp. 89-118). Stanford, CA: Stanford Univer-sity Press.
Biesanz, J. C., Falk, C. F., & Savalei, V. (2010). Assessing mediational models: Testing and interval estimation for indirect ef-fects. Multivariate Behavioral Research, 45(4), 661-701.
Blau, G. J. (1985). The measurement and prediction of career com-mitment. Journal of Occupational Psychology, 58(4), 277- 288.
Blau, G. J., & Boal, K. B. (1987). Conceptualizing how job involve-ment and organizational commitment affect turnover and ab-senteeism. Academy of Management Review, 12(2), 288-300.
Bommer, W. H., Johnson, J. L., Rich, G. A., Podsakoff, P. M., & MacKenzie, S. B. (1995). On the interchangeability of objec-tive and subjective measures of employee performance: A me-ta-analysis. Personnel Psychology, 48(3), 587-605.
Boomsma, A. (1982). The robustness of LISREL against small sample sizes in factor analysis models. In K. G. Joreskog & H. Wold (Eds.), Systems under indirect observation: Causality, struc-ture, prediction (pp. 149-173). New York: North-Holland.
Boonzaier, B., Ficker, B., & Rust, B. (2001). A review of research on the job characteristics model and the attendant job diagnostic survey. South African Journal of Business Management, 32(11), 11-34.
Borman, W. C., & Brush, D. H. (1993). More progress toward a tax-onomy of managerial performance requirements. Human Per-formance, 6(1), 1-21.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, W. C. Borman, & Associates (Eds.), Personnel Selec-tion in Organizations (pp. 71-98). San Francisco: Jossey- Bass.
Bowling, N. A., & Michel, J. S. (2011). Why do you treat me badly? The role of attributions regarding the cause of abuse in subor-dinates’ responses to abusive supervision. Work & Stress, 25(4),
309-320.
Bradfield, M., & Aquino, K. (1999). The effects of blame attributions and offender likableness on forgiveness and revenge in the workplace. Journal of Management, 25(5), 607-631.
Brayfield, A. H., & Crockett, W. H. (1955). Employee attitudes and employee performance. Psychological Bulletin, 52(5), 396- 424.
Breaux, D. M., Perrewé, P. L., Hall, A. T., Frink, D. D., & Hochwarter, W. A. (2008). Time to try a little tenderness? The detrimental effects of accountability when coupled with abusive supervi-sion. Journal of Leadership & organizational studies, 15(2), 111-122.
Brehm, J., & Brehm, S. (1981). Psychological resistance: A theory of freedom and control. New York: Academic Press.
Brief, A. P. (1998). Attitudes in and around organizations. Thousand Oaks, Ca: Sage
Brown, M. E. (1969). Identification and some conditions of organizational involvement. Administrative Science Quarterly, 14(3), 346-355.
Brown, S. P. (1996). A meta-analysis and review of organizational research on job involvement. Psychological Bulletin, 120(2), 235-255.
Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81(4), 358-368.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19(4), 533-546.
Burton, J. P., & Hoobler, J. M. (2011). Aggressive reactions to abusive supervision: The role of interactional justice and narcissism. Scandinavian Journal of Psychology, 52(4), 389- 398.
Burke, R. J. (2006). Why leaders fail: Exploring the darkside. International Journal of Manpower, 27(1), 91-100.
Buss, A. H. (1961). The psychology of aggression. New York: Wiley.
Camerman, J., Cropanzano, R., & Vandenberghe, C. (2007). The benefits of justice for temporary workers. Group & Organization Management, 32(2), 176-207.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (Vol. 1, pp. 687-732). Palo Alto, CA: Consulting Psychologists Press.
Campbell, J. P., McHenry, J. J., & Wise, L. L. (1990). Modeling job performance in a population of jobs. Personnel Psychology, 43(2), 313-575.
Cardy, R. L. (1998). Performance appraisal in a quality context: A new look at an old problem. In J. W. Smither (Ed.), Performance appraisal: State of the art and practice (pp. 132-162). San Francisco, CA: Jossey-Bass.
Carlson, D. S., Ferguson, M., Perrewe, P. L., & Whitten, D. (2011). The fallout from abusive supervision: An examination of subordinates and their partners. Personnel Psychology, 64(4), 937-961.
Carlson, D., Ferguson, M., Hunter, E., & Whitten, D. (2012). Abusive supervision and work-family conflict: The path through emotional labor and burnout. The Leadership Quarterly, 23(5), 849-859.
Cheung, G. W., & Lau, R. S. (2007). Testing mediation and suppression effects of latent variables: Bootstrapping with structural equation models. Organizational Research Methods, 11(2), 296-325.
Conway, N., & Briner, R. B. (2002). A daily diary study of affective responses to psychological contract breach and exceeded promises. Journal of Organizational Behavior, 23(3), 287-302.
Coyle-Shapiro, J. A., & Shore, L. M. (2007). The employee- organization relationship: Where do we go from here? Human Resource Management Review, 17(2), 166-179.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874- 900.
Dansereau, F., Alutto, J. A., Markham, S. E., & Dumas, M. (1982). Multiplexed supervision and leadership: An application of within and between analysis. In J. G. Hunt, U. Sekaran, & C. A. Schriesheim (Eds). Leadership: Beyond establishment views: 81-103. Carbondale, IL: Southern Illinois University Press.
Dansereau, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), 46-78.
Day, D. V., & Crain, E. C. (1992). The role of affect and ability in initial exchange quality perceptions. Group & Organization Management, 17(4), 380-397.
Den Hartog, D. N., & De Hoogh, A. H. (2009). Empowering behaviour and leader fairness and integrity: Studying perceptions of ethical leader behaviour from a levels-of- analysis perspective. European Journal of Work and Organizational Psychology, 18(2), 199-230.
Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development.
Academy of Management Review, 11(3), 618-634.
Dockery, T. M., & Steiner, D. D. (1990). The role of the initial interaction in leader-member exchange. Group & Organization Management, 15(4), 395-413.
Doerner, W, G., & Lab, S, P, (1995). Victimology. Anderson Publishing Co., Cincinnati, OH.
Drapkin, I. (1974). Victimology: Exploiters and the exploited (Ed.). Lexington, MA: Lexington Books.
Duarte, N. T., Goodson, J. R., & Klich, N. R. (1994). Effects of dyadic quality and duration on performance appraisal. Academy of Management Journal, 37(3), 499-521.
Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. Academy of Management Journal, 45(2), 331-351.
Dukerich, J. M., Golden, B. R., & Shortell, S. M. (2002). Beauty is in the eye of the beholder: The impact of organizational identifi-cation, identity, and image on the cooperative behaviors of physicians. Administrative Science Quarterly, 47(3), 507- 533.
Eagly, A. H., & Chaiken, S. (1993). The psychology of attitudes. Fort Worth, TX: Harcourt Brace Jovanovich College Publishers.
Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1-22.
Edwards, M. R. (2005). Organizational identification: A conceptual and operational review. International Journal of Management Reviews, 7(4), 207-230.
Einarsen, S., & Raknes, B. I. (1997). Harassment in the workplace and the victimization of men. Violence and Victims, 12(3), 247-263.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: contribu-tions to perceived organizational support and employee reten-tion. Journal of Applied Psychology, 87(3), 565- 573.
Fan, X., Thompson, B., & Wang, L. (1999). Effects of sample size, es-timation methods, and model specification on structural equa-tion modeling fit indexes. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 56-83.
Farrell, D., & Rusbult, C. E. (1981). Exchange variables as predictors of job satisfaction, job commitment, and turnover: The impact of rewards, costs, alternatives, and investments. Organizational Behavior and Human Performance, 28(1), 78-95.
Fassina, N. E., Jones, D. A., & Uggerslev, K. L. (2008). Meta-analytic tests of relationships between organizational justice and citi-zenship behavior: Testing agent-system and shared-variance models. Journal of Organizational Behavior, 29(6), 805-828.
Folger, R., & Baron, R. A. (1996). Violence and hostility at work: A model of reactions to perceived injustice. In E. Q. Bulatao & G. R. VandenBos (Eds.) Violence on the job: Identifying risks and developing solutions (pp. 51-85). Washington, DC: American Psychological Association.
Folger, R., & Cropanzano, R. (1998). Organizational justice and hu-man resource management. Thousand Oaks, CA: Sage.
Folger, R., & Cropanzano, R. (2001). Fairness theory: Justice as ac-countability. In J. Greenberg & R. Cropanzano (Eds.), Ad-vances in organizational justice (pp. 89-118). Stanford, CA: Stanford University Press.
Foote, N. N. (1951). Identification as the basis for a theory of motivation. American Sociological Review, 16(1), 14-21.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement er-ror. Journal of Marketing Research, 18(1), 39-50.
Fox, S., & Spector, P. E. (2005). Counterproductive work behavior: Investigations of actors and targets. Washington, DC: Ameri-can Psychological Association.
Fritz, C., & Sonnentag, S. (2006). Recovery, well-being, and perfor-mance-related outcomes: The role of workload and vacation experiences. Journal of Applied Psychology, 91(4), 936-945.
Frone, M. R., & Russell, M. (1995). Job stressors, job involvement and employee health: A test of identity theory. Journal of Occupational and Organizational Psychology, 68(1), 1-11.Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331- 362.
Gerstner, C. R., & Day, D. V. (1997). Meta-Analytic review of leader-member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827-844.
Ghiselli, R., La Lopa, J., & Bai, B. (2001). Job satisfaction, life satisfaction, and turnover intent among food-service managers. The Cornell Hotel and Restaurant Administration Quarterly, 42(2), 28-37.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161-178.
Graen, G. B. (1976). Role making processes within complex organizations. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1201-1245). Chicago, IL: Rand-McNally.
Graen, G. B., & Cashman, J. F. (1975). A role-making model of leadership in formal organizations: A developmental approach. In J. G. Hunt & L. L. Larson (Eds.), Leadership frontiers (pp. 143-166). Kent, OH: Kent State University Press.
Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dy-adic organization. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behaviors (pp. 175-208). Greenwich, CT: JAI Press.
Graen, G. B., & Uhl-Bien, M. (1991). The transformation of profes-sionals into self-managing and partially self-designing con-tributors: Toward a theory of leadership-making. Journal of Management Systems, 3(3), 25-39.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219- 247.
Graen, G., & Cashman, J. F. (1975). A role-making model of leader-ship in formal organizations: A developmental approach. In J. G. Hunt & L. L. Larson (Eds.), Leadership frontiers. Kent, Ohio: Kent State University Press. 143-165.
Graen, G., Cashman, J. F., Ginsburg, S., & Schiemann, W. (1977). Ef-fects of linking-pin quality on the quality of working life of lower participants. Administrative Science Quarterly, 22(3), 491-504.
Grandey, A. A., & Kern, J. (2004). Biting the hand that serves them: When does customer aggression predict employee exhaustion.
University Park: Penn State University.
Grandey, A. A., Kern, J. H., & Frone, M. R. (2007). Verbal abuse from outsiders versus insiders: Comparing frequency, impact on emotional exhaustion, and the role of emotional labor. Journal of Occupational Health Psychology, 12(1), 63-79.
Grube, A., Schroer, J., Hentzschel, C., & Hertel, G. (2008). The event reconstruction method: An efficient measure of experience- based job satisfaction. Journal of Occupational and Organizational Psychology, 81(4), 669-689.
Guielford, J. P. (1965). Fundamental statics in psychology and educa-tion. New York: Mc Graw-Hill.
Hadikin, R., & O’ Driscoll, M. (2000). The bullying culture: Cause, effect, harm reduction. Melbourne: Books for Midwives.
Haggard, D. L., Robert, C., & Rose, A. J. (2011). Co-rumination in the workplace: Adjustment trade-offs for men and women who engage in excessive discussions of workplace problems. Journal of Business and Psychology, 26(1), 27-40.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252-263.
Hart, D. W., & Thompson, J. A. (2007). Untangling employee loyalty: A psychological contract perspective. Business Ethics Quar-terly, 17(2), 297-323.
Hayes, A. F. (2009). Beyond Baron and Kenny: Statistical mediation analysis in the new millennium. Communication Monographs, 76(4), 408-420.
Hayes, A. F., & Scharkow, M. (2013). The relative trustworthiness of inferential tests of the indirect effect in statistical mediation analysis does method really matter? Psychological Science, 24(10), 1918-1927.
Herschovis, M. S., & Barling, J. (2006). Towards a relational model of workplace aggression: Some meta-analytic evidence. Un-published manuscript, Queens University, Kingston, Canada.
Herzberg, F., Mausner, B., Peterson, R. O., & Capwell, D. F. (1957). Job attitudes: Review of research and opinion. Pittsburgh, PA: Psychological Service of Pittsburgh.
Hillman, A. J., Nicholson, G., & Shropshire, C. (2008). Directors’ multiple identities, identification, and board monitoring and resource provision. Organization Science, 19(3), 441-456.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American psychologist, 44(3), 513-524.
Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied Psychology, 50(3), 337-421.
Hobfoll, S. E., & Shirom, A. (2000). Conservation of resources theory: Applications to stress and management in the workplace. In R. T. Golembiewski (Ed.), Handbook of organization behavior (pp. 57-80). New York: Marcel Dekker.
Hobman, E. V., Restubog, S. L. D., Bordia, P., & Tang, R. L. (2009). Abusive supervision in advising relationships: Investigating the role of social support. Applied Psychology, 58(2), 233-256.
Hochwarter, W. A., Witt, L. A., Treadway, D. C., & Ferris, G. R. (2006). The interaction of social skill and organizational sup-port on job performance. Journal of Applied Psychology, 91(2), 482-489.
Hoel, H., & Cooper, C. L. (2000). Destructive conflict and bullying at work. Manchester, UK: Manchester School of Management, UMIST.
Hoel, H., & Cooper, C. L. (2001). Origins of bullying: Theoretical frameworks for explaining workplace bullying. In N. Tehrani (Ed.), Building a culture of respect: Managing bullying at work (pp. 3-19). London: Taylor & Francis.
Hoel, H., Rayner, C., & Cooper, C. L. (1999). Workplace bullying. John Wiley & Sons Ltd.
Hogan, R., Raskin, R., & Fazzini, D. (1990). The dark side of charis-ma. In K. E. Clark & M. B. Clark (Eds.), Measures of leader-ship (pp. 343-354). West Orange, NJ: Leadership Library of America.
Hoobler, J. M., & Brass, D. J. (2006). Abusive supervision and family undermining as displaced aggression. Journal of Applied Psy-chology, 91(5), 1125-1133.
Hu, C., Wu, T. Y., & Wang, Y. H. (2011). Measurement equiva-lence/invariance of the abusive supervision measure across workers from Taiwan and the United States. The Journal of Psychology, 145(2), 111-131.
Hu, H. H. (2012). The influence of employee emotional intelligence on coping with supervisor abuse in a banking context. Social Behavior and Personality: An International Journal, 40(5), 863-874.
Huang, X., Wright, R. P., Chiu, W. C., & Wang, C. (2008). Relational schemas as sources of evaluation and misevaluation of lead-er-member exchanges: Some initial evidence. The Leadership Quarterly, 19(3), 266-282.
Hunter, L. W., & Thatcher, S. M. (2007). Feeling the heat: Effects of stress, commitment, and job experience on job performance. Academy of Management Journal, 50(4), 953-968.
Inness, M., LeBlanc, M. M., & Barling, J. (2008). Psychosocial pre-dictors of supervisor-, peer-, subordinate-, and service- provid-er-targeted aggression. Journal of Applied Psychology, 93(6), 1401-1411.
Jamal, M. (1985). Relationship of job stress to job performance: A study of managers and blue-collar workers. Human Relations, 38(5), 409-424.
Jian, Z., Kwan, H. K., Qiu, Q., Liu, Z. Q., & Yim, F. H. K. (2012). Abusive supervision and frontline employees’ service perfor-mance. The Service Industries Journal, 32(5), 683-698.
Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87(3), 530-541.
Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction-job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376-407.
Kacmar, K. M., Carlson, D. S., & Brymer, R. A. (1999). Antecedents and consequences of organizational commitment: A compari-son of two scales. Educational and Psychological Measure-ment, 59(6), 976-994.
Kacmar, K. M., Witt, L. A., Zivnuska, S., & Gully, S. M. (2003). The interactive effect of leader-member exchange and communica-tion frequency on performance ratings. Journal of Applied Psychology, 88(4), 764-772.
Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33(4), 499-517.
Kanungo, R. N. (1981). Work alienation and involvement: Problems and prospects. Applied Psychology, 30(1), 1-15.
Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341-349.
Katz, D., & Robert, L. Kahn. (1978). The social psychology of organ-izations. KatzThe Social Psychology of Organizations 1978, NY: Wiley.
Keashly, L. (1997). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1(1), 85- 117.
Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior in the workplace: A preliminary investigation. Violence and vic-tims, 9(4), 341-357.
Kellerman, B. (2004). Bad leadership: What it is, how it happens, why it matters. Harvard Business Press.
Kelman, H. C. (1958). Compliance, identification, and internalization: Three processes of attitude change. Journal of Conflict Resolution, 2(1), 51-60.
Kernan, M. C., Watson, S., Fang Chen, F., & Gyu Kim, T. (2011). How cultural values affect the impact of abusive supervision on worker attitudes. Cross Cultural Management: An Interna-tional Journal, 18(4), 464-484.
Kiazad, K., Restubog, S. L. D., Zagenczyk, T. J., Kiewitz, C., & Tang, R. L. (2010). In pursuit of power: The role of authoritarian leadership in the relationship between supervisors’ Machiavel-lianism and subordinates’ perceptions of abusive supervisory behavior. Journal of Research in Personality, 44(4), 512-519.
Kiewitz, C., Restubog, S. L. D., Zagenczyk, T. J., Scott, K. D., Garcia, P. R. J. M., & Tang, R. L. (2012). Sins of the parents: Self-control as a buffer between supervisors’ previous experi-ence of family undermining and subordinates’ perceptions of abusive supervision. The Leadership Quarterly, 23(5), 869- 882.
Kim, K. I., & Organ, D. W. (1982). Determinants of leader -subordinate exchange relationships. Group & Organization Management, 7(1), 77-89.
King, M., Murray, M. A., & Atkinson, T. (1982). Background, person-ality, job characteristics, and satisfaction with work in a na-tional sample. Human Relations, 35(2), 119-133.
Kline, R. B. (2005). Principles and practice of structural equation modeling (2nd ed.). New York: The Guilford Press.
Kreiner, G. E., Hollensbe, E. C., & Sheep, M. L. (2006). Where is the “me” among the “we”? Identity work and the search for opti-mal balance. Academy of Management Journal, 49(5), 1031- 1057.
Lassk, F. G., Marshall, G. W., Cravens, D. W., & Moncrief, W. C. (2001). Salesperson job involvement: A modern perspective a new scale. Journal of Personal Selling & Sales Management, 21(4), 291-302.
Lawler, E. E., & Hall, D. T. (1970). Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. Journal of Applied Psychology, 54(4), 305-312.
Levinson, H. (1965). Reciprocation: The relationship between man and organization. Administrative Science Quarterly, 9(4), 370- 390.
Lewick, R., & Bunker, B. B. (1996). Developing and maintaining trust in work relationships. In R. Kramer & T. Tyler (Eds.), Trust in organizations: Frontiers of theory and research, 114-139. Thousand Oaks, CA: Sage.
Li, R., Ling, W. Q., & Liu, S. S. (2009). The mechanisms of how abu-sive supervision impacts on subordinates’ voice behavior. Acta Psychologica Sinica, 41(12), 1189-1202.
Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of Applied Psychology, 97(1), 107-123.
Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance. Organizational Behavior and Human Decision Processes, 117(1), 41-52.
Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Jour-nal, 23(3), 451-465.
Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. Research in Personnel and Human Resources Management, 15, 47-120.
Liden, R. C., Wayne, S. J., & Stilwell, D. (1993). A longitudinal study on the early development of leader-member exchanges. Journal of Applied Psychology, 78(4), 662-674.
Lin, W., Wang, L., & Chen, S. (2013). Abusive supervision and em-ployee well-being: The moderating effect of power distance orientation. Applied Psychology, 62(2), 308-329.
Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading effect of abusive su-pervision on employee creativity. Academy of Management Journal, 55(5), 1187-1212.
Liu, J., Kwong Kwan, H., Wu, L. Z., & Wu, W. (2010). Abusive su-pervision and subordinate supervisor-directed deviance: The moderating role of traditional values and the mediating role of revenge cognitions. Journal of Occupational and Organizational Psychology, 83(4), 835-856.
Locke, E. A. (1970). Job satisfaction and job performance: A theoreti-cal analysis. Organizational Behavior and Human Perfor-mance, 5(5), 484-500.
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of Industrial and Organizational Psychology. Skokie, IL：Rand McNally.
Lodahl, T. M., & Kejnar, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49(1), 24-33.
Lord, R. G., & Brown, D. G. (2004). Leadership processes and fol-lower self-identity. Mahwah, NJ: Lawrence Erlbaum Associ-ates.
Ma, L., & Wang, H. (2011). Reducing financial risks in view of the organizational and leadership factors. Journal of Tsinghua University, 51, 530-535.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identi-fication. Journal of Organizational Behavior, 13(2), 103-123.Marcus-Newhall, A., Pedersen, W. C., Carlson, M., & Miller, N. (2000) Displaced aggression is alive and well: A meta-analytic review. Journal of Personality and Social Psychology, 78(4), 670-689.
Marsh, H. W., Hau, K. T., Balla, J. R., & Grayson, D. (1998). Is more ever too much? The number of indicators per factor in con-firmatory factor analysis. Multivariate Behavioral Re-search, 33(2), 181-220.
Martinko, M. J., Sikora, D., & Harvey, P. (2012). The relationships between attribution styles, LMX, and perceptions of abusive supervision. Journal of Leadership & Organizational Stud-ies, 19(4), 397-406.
Maslyn, J. M., & Uhl-Bien, M. (2001). Leader-member exchange and its dimensions: Effects of self-effort and other’ s effort on rela-tionship quality. Journal of Applied Psychology, 86(4), 697- 708.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
Matthiesen, S. B., & Einarsen, S. (2001). MMPI-2 configurations among victims of bullying at work. European Journal of work and organizational Psychology, 10(4), 467-484.
Mayer, R. C., & Schoorman, F. D. (1992). Predicting participation and production outcomes through a two-dimensional model of or-ganizational commitment. Academy of Management Jour-nal, 35(3), 671-684.
McCullough, M. E., Rachal, K. C., Sandage, S. J., Worthington Jr, E. L., Brown, S. W., & Hight, T. L. (1998). Interpersonal forgiv-ing in close relationships: II. Theoretical elaboration and measurement. Journal of Personality and Social Psychology,
75(6), 1586-1603.
Meyer, J. P., & Allen, N. J. (1984). Testing the" side-bet theory" of organizational commitment: Some methodological considera-tions. Journal of Applied Psychology, 69(3), 372- 378.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualiza-tion of organizational commitment. Human Resource Man-agement Review, 1(1), 61-89.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage Publications.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management eview, 11(3), 299-326.
Meyer, J. P., & Smith, C. A. (2000). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l’ Administration, 17(4), 319-331.
Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and inte-grative model. Journal of Applied Psychology, 89(6), 991- 1007.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the or-ganization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.
Mikkelsen, E. G. E., & Einarsen, S. (2002). Basic assumptions and symptoms of post-traumatic stress among victims of bullying at work. European journal of Work and Organizational Psy-chology, 11(1), 87-111.
Miller, S. M. (1980). Why having control reduces stress: If I can stop the roller coaster, I don’ t want to get off. In J. Garber & M. E. P. Seligman (Eds.), Human Helplessness: Theory and applica-tions (pp. 71-95). New York: Academic Press.
Misener, T. R., Haddock, K. S., Gleaton, J. U., & Ajamieh, A. R. A. (1996). Toward an international measure of job satisfaction.
Nursing Research, 45(2), 87-91.
Mitchell, M. S., & Ambrose, M. L. (2012). Employees’ behavioral re-actions to supervisor aggression: An examination of individual and situational factors. Journal of Applied Psychology, 97(6), 1148-1170.
Moorman, R. H., Niehoff, B. P., & Organ, D. W. (1993). Treating em-ployees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, 6(3), 209-225.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee -organization linkages: The psychology of commitment, ab-senteeism, and turnover (Vol. 153). New York: Academic Press.
Murphy, K. R., & De Shon, R. (2000). Interrater correlations do not estimate the reliability of job performance ratings. Personnel Psychology, 53(4), 873-900.
Murphy, K. R. (1989). Dimensions of job performance. In R. Dillon & J. Pellingrino, (Eds.), Testing: Applied and Theoretical Per-spectives (218-247). New York: Praeger.
Neuman, J. H., & Baron, R. A. (1998). Aggression in the workplace. In R. Giacalone & J. Greenberg (Eds.), Antisocial behavior in organizations (pp. 37-67). Thousand Oaks, CA: Sage.
O’ Leary-Kelly, A. M., Griffin, R. W., & Glew, D. J. (1996). Organi-zation-motivated aggression: A research framework. Academy of Management Review, 21(1), 225-253.
Olweus, D. (1978). Aggression in the schools: Bullies and whipping boys. Washington, DG: Hemisphere.
O’ Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Jour-nal of Applied Psychology, 71(3), 492-499.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lenxington, MA: Lexington Books.
Padilla, A., Hogan, R., & Kaiser, R. B. (2007). The toxic triangle: De-structive leaders, susceptible followers, and conducive envi-ronments. The Leadership Quarterly, 18(3), 176-194.
Paglis, L. L., & Green, S. G. (2002). Both sides now: Supervisor and subordinate perspectives on relationship quality. Journal of Applied Social Psychology, 32(2), 250-276.
Parzefall, M. R., & Coyle-Shapiro, J. A. M. (2007). Psychological contract schema, contract breach, and sense making: A Quali-tative Study. In annual meeting of the Academy of Management, Philadelphia.
Parzefall, M. R., & Salin, D. M. (2010). Perceptions of and reactions to workplace bullying: A social exchange perspective. Human Relations, 63(6), 761-780.
Patchen, M. (1970). Participation, achievement, and involvement on the job. Englewood Cliffs. N. J. : Prentice Hall.
Perryer, C., & Jordan, C. (2005). The influence of leader behaviors on organizational commitment: A study in the Australian public sector. International Journal of Public Administration, 28(5-6), 379-396.
Pettit, J. D., Goris, J. R., & Vaught, B. C. (1997). An examination of organizational communication as a moderator of the relation-ship between job performance and job satisfaction. Journal of Business Communication, 34(1), 81-98.
Pfeffer, J. (1994). Competitive advantage through people: Unleashing the power of the work force. Boston: Harvard Business School Press.
Podsakoff, P. M., MacKenzie, S. B., & Bommer, W. H. (1996). Trans-formational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Manage-ment, 22(2), 259-298.
Porter, L. W., Lawler, E., & Hackman, R. (1975). Behavior in organi-zation. New York, Mc Graw Hill Book Comp.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
Pratt, M. G., Rockmann, K. W., & Kaufmann, J. B. (2006). Con-structing professional identity: The role of work and identity learning cycles in the customization of identity among medical residents. Academy of Management Journal, 49(2), 235-262.
Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36(4), 717-731.
Prestholdt, P. H., Lane, I. M., & Mathews, R. C. (1987). Nurse turno-ver as reasoned action: Development of a process mod-el. Journal of Applied Psychology, 72(2), 221-227.
Rafferty, A. E., & Restubog, S. L. D. (2011). The influence of abusive supervisors on followers’ organizational citizenship behaviours: The hidden costs of abusive supervision. British Journal of Management, 22(2), 270-285.
Rafferty, A. E., Restubog, S. L. D., & Jimmieson, N. L. (2010). Losing sleep: Examining the cascading effects of supervisors’ experi-ence of injustice on subordinates’ psychological health. Work & Stress, 24(1), 36-55.
Raver, J. L., & Barling, J. (2008). Workplace aggression and conflict: Constructs, commonalities, and challenges for future inquiry. In C. K. W. De Dreu & M. J. Gelfand (Eds.), The psychology of conflict and conflict management in organizations (pp. 211-244). Mahwah, NJ: Erlbaum.
Restubog, S. L. D., Scott, K. L., & Zagenczyk, T. J. (2011). When dis-tress hits home: The role of contextual factors and psychologi-cal distress in predicting employees’ responses to abusive su-pervision. Journal of Applied Psychology, 96(4), 713-729.
Robinson, S. (2008). Dysfunctional workplace behavior. In J. Baling & C. Cooper (Eds.), The SAGE Handbook of Organizational Behavior(Vol 1, pp. 141-159). Los Angeles: SAGE.
Roscoe, J. T. (1975). Fundamental research statistics for the behav-ioral sciences. New York: Holt, Rinehart & Winston.
Rotundo, M., & Sackett, P. R. (2002). The relative importance of task, citizenship, and counterproductive performance to global rat-ings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87(1), 66-80.
Rousseau, D. M. (1989). Psychological and implied contracts in or-ganizations. Employee Responsibilities and Rights Journal, 2(2), 121-139.
Rusbult, C. E., & Farrell, D. (1983). A longitudinal test of the invest-ment model: The impact on job satisfaction, job commitment, and turnover of variations in rewards, costs, alternatives, and investments. Journal of Applied Psychology, 68(3), 429-438.Russell, S. S., Spitzmüller, C., Lin, L. F., Stanton, J. M., Smith, P. C., & Ironson, G. H. (2004). Shorter can also be better: The abridged job in general scale. Educational and Psychological Measurement, 64(5), 878-893.
Rynes, S. L., Gerhart, B., & Parks, L. (2005). Personnel psychology: Performance evaluation and pay for performance. Annual Re-view of Psychology, 56, 571-600.
Scandura, T. A., & Graen, G. B. (1984). Moderating effects of initial leader-member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69(3), 428-436.
Scandura, T. A., Graen, G. B., & Novak, M. A. (1986). When manag-ers decide not to decide autocratically: An investigation of leader-member exchange and decision influence. Journal of Applied Psychology, 71(4), 579-584.
Schat, A. C. H., Desmarais, S., & Kelloway, E. K. (2006). Exposure to workplace aggression from multiple sources: Validation of a measure and test of a model. Unpublished manuscript, McMaster University, Hamilton, Canada.Schat, A. C., Frone, M. R., & Kelloway, E. K. (2006). Prevalence of workplace aggression in the U.S. workforce: Findings from a national study. In J. J. Hurrell, Jr., E. K. Kelloway, & J. Barling (Eds.), Handbook of workplace violence (pp. 47-89). Thousand Oaks, CA: Sage.
Schaubroeck, J., Lam, S. S., & Cha, S. E. (2007). Embracing trans-formational leadership: Team values and the impact of leader behavior on team performance. Journal of Applied Psycholo-gy, 92(4), 1020-1030.
Schein, E. H. (1992). Organizational culture and leadership (2nd ed.). San Francisco, CA: Jossey-Bass.
Schumacker, R. E., & Lomax, R. G. (2004). A beginner’ s guide to structural equation modeling. Psychology Press.
Schwab, D. P., & Cummings, L. L. (1970). Theories of performance and satisfaction: A review. Industrial Relations: A Journal of Economy and Society, 9(4), 408-430.
Schwartz, S. H., & Tessler, R. C. (1972). A test of a model for reduc-ing measured attitude-behavior discrepancies. Journal of Per-sonality and Social Psychology, 24(2), 225-236.Shamir, B., House, R. J., & Arthur, M. B. (1993). The motivational effects of charismatic leadership: A self-concept based theo-ry. Organization Science, 4(4), 577-594.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee be-havior: comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774-780.
Skinner, S. J., Dubinsky, A. J., & Donnelly Jr, J. H. (1984). The use of social bases of power in retail sales. Journal of Personal Sell-ing & Sales Management, 4(2), 48-56.
Smeenk, S. G., Eisinga, R. N., Teelken, J. C., & Doorewaard, J. A. C. M. (2006). The effects of HRM practices and antecedents on organizational commitment among university employees. The International Journal of Human Resource Management, 17(12), 2035-2054.
Spector, P. E. (1997). Job satisfaction: Application, assessment, caus-es, and consequence. Thousand Oaks, CA: Sage.
Spencer, S. J., Zanna, M. P., & Fong, G. T. (2005). Establishing a causal chain: Why experiments are often more effective than mediational analyses in examining psychological processes. Journal of Personality and Social Psychology, 89(6), 845-851.
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.
Stebbins, G. L. (1970). Adaptive radiation of reproductive characteris-tics in angiosperms, I: pollination mechanisms. Annual Review of Ecology and Systematics, 1, 307-326.
Sutton, R. I. (2007). The no asshole rule: Building a civilized work-place and surviving one that isn’t. New York: Warner Busi-ness Books.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Re-view, synthesis, and research agenda. Journal of Manage-ment, 33(3), 261-289.
Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moder-ators of the relationship between abusive supervision and sub-ordinates’ resistance. Journal of Applied Psychology, 86(5), 974-983.
Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervi-sion. Personnel Psychology, 59(1), 101-123.
Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004). Moderators of the relationships between coworkers’ organiza-tional citizenship behavior and fellow employees’ atti-tudes. Journal of Applied Psychology, 89(3), 455-465.
Tepper, B. J., Moss, S. E., & Duffy, M. K. (2011). Predictors of abu-sive supervision: Supervisor perceptions of deep-level dissim-ilarity, relationship conflict, and subordinate perfor-mance. Academy of Management Journal, 54(2), 279-294.
Tepper, B. J., Henle, C. A., Lambert, L. S., Giacalone, R. A., & Duffy, M. K. (2008). Abusive supervision and subordinates’ organization deviance. Journal of Applied Psychology, 93(4), 721-732.
Tepper, B. J., Moss, S. E., Lockhart, D. E., & Carr, J. C. (2007). Abu-sive supervision, upward maintenance communication, and subordinates’ psychological distress. Academy of Management Journal, 50(5), 1169-1180.
Thau, S., Bennett, R. J., Mitchell, M. S., & Marrs, M. B. (2009). How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty manage-ment theory perspective. Organizational Behavior and Human Decision Processes, 108(1), 79-92.
Thau, S., & Mitchell, M. S. (2006). How self-goals moderate the rela-tionship between abusive supervision and retaliation: A model of self-defeating behaviors. Unpublished manuscript.
Thau, S., & Mitchell, M. S. (2010). Self-gain or self-regulation im-pairment? Tests of competing explanations of the supervisor abuse and employee deviance relationship through perceptions of distributive justice. Journal of Applied Psychology, 95(6), 1009-1031.
Tjosvold, D. (1985). Power and social context in superior-subordinate interaction. Organizational Behavior and Human Decision Processes, 35(3), 281-293.
Tjosvold, D. (1989). Interdependence and power between managers and employees: A study of the leader relationship. Journal of Management, 15(1), 49-62.
Turban, D. B., Jones, A. P., & Rozelle, R. M. (1990). Influences of supervisor liking of a subordinate and the reward context on the treatment and evaluation of that subordinate. Motivation and Emotion, 14(3), 215-233.
UhI-Bien, M., Graen, G., & Scandura, T. (2000). Implications of leader-member exchange (LMX) for strategic human resource management systems: Relationships as social capital for com-petitive advantage. In G. R. Ferris (Ed.), Research in personnel and human resource management (vol. 18, pp 137-185). Greenwich, CT: JAI Press.
Uhl-Bien, M., & Maslyn, J. M. (2003). Reciprocity in manager- sub-ordinate relationships: Components, configurations, and out-comes. Journal of Management, 29(4), 511-532.
Van Knippenberg, D. (2000). Work motivation and performance: A social identity perspective. Applied Psychology, 49(3), 357- 371.
Van Knippenberg, D., & van Schie, E. C. M. (2000). Foci and corre-lates of organizational identification. Journal of Occupational and Organizational Psychology, 73(2), 137-147.
Van Knippenberg, D., De Dreu, C. K., & Homan, A. C. (2004). Work group diversity and group performance: an integrative model and research agenda. Journal of Applied Psychology, 89(6), 1008-1022.
Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organiza-tional socialization. Research in Organizational Behavior, 1, 209-264.
Walter, F., Lam, C. K., van der Vegt, G. S., Huang, X., & Miao, Q. (2015). Abusive supervision and subordinate performance: In-strumentality considerations in the emergence and conse-quences of abusive supervision. Journal of Applied Psychology, 100(4), 1056-1072.
Wang, W., Mao, J., Wu, W., & Liu, J. (2012). Abusive supervision and workplace deviance: The mediating role of interactional justice and the moderating role of power distance. Asia Pacific Journal of Human Resources, 50(1), 43-60.
Wei, F., & Si, S. (2011). Tit for tat? Abusive supervision and counter-productive work behaviors: The moderating effects of locus of control and perceived mobility. Asia Pacific Journal of Man-agement, 30(1), 281-296.
Welbourne, T. M., Johnson, D. E., & Erez, A. (1998). The role-based performance scale: Validity analysis of a theory-based meas-ure. Academy of Management Journal, 41(5), 540-555.
Wen, Z., Marsh, H. W., & Hau, K. T. (2010). Structural equation mod-els of latent interactions: An appropriate standardized solution and its scale-free properties. Structural Equation Model-ing, 17(1), 1-22.
Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7(3), 418-428.
Wiener, Y., & Vardi, Y. (1980). Relationships between job, organiza-tion, and career commitments and work outcomes-An integra-tive approach. Organizational Behavior and Human Perfor-mance, 26(1), 81-96.
Wilhelm, C. C., Herd, A. M., & Steiner, D. D. (1993). Attributional conflict between managers and subordinates: An investigation of leader-member exchange effects. Journal of Organizational Behavior, 14(6), 531-544.
Williams, J., & MacKinnon, D. P. (2008). Resampling and distribution of the product methods for testing indirect effects in complex models. Structural Equation Modeling, 15(1), 23-51.
Wilson, B. (1991). U.S. businesses suffer from workplace trauma. Here’s how to protect the mental health of your work force and the fiscal health of your company. Personnel Journal, 70(7), 47-50.
Wu, L. Z., Liu, J., & Liu, G. (2009). Abusive supervision and em-ployee performance: Mechanisms of traditionality and trust. Acta Psychologica Sinica, 41(6), 510-518.
Wu, T. Y., & Hu, C. (2009). Abusive supervision and employee emo-tional exhaustion dispositional antecedents and bounda-ries. Group & Organization Management, 34(2), 143- 169.
Xiaqi, D., Kun, T., Chongsen, Y., & Sufang, G. (2012). Abusive su-pervision and LMX: Leaders’ emotional intelligence as an-tecedent variable and trust as consequence variable. Chinese Management Studies, 6(2), 257-270.
Xu, E., Huang, X., Lam, C. K., & Miao, Q. (2012). Abusive supervi-sion and work behaviors: The mediating role of LMX. Journal of Organizational Behavior, 33(4), 531-543.
Yamada, D. C. (2004). Crafting a legislative response to workplace bullying. Employee Rights and Employment Policy Journal, 8(2), 475-521.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervi-sion and subordinates’ organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.
Zhao, X., Lynch, J. G., & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of Consumer Research, 37(2), 197-206.