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data-broccoli-component="user-info.coauthors-count" data-click-track="profile-expand-user-info-coauthors"><p class="label">Co-authors</p><p class="data">7</p></div></a><span><div class="stat-container"><p class="label"><span class="js-profile-total-view-text">Public Views</span></p><p class="data"><span class="js-profile-view-count"></span></p></div></span></div><div class="ri-section"><div class="ri-section-header"><span>Interests</span></div><div class="ri-tags-container"><a data-click-track="profile-user-info-expand-research-interests" data-has-card-for-ri-list="51704411" href="https://www.academia.edu/Documents/in/Enterprise_Resource_Planning"><div id="js-react-on-rails-context" style="display:none" 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data-props="{"color":"gray","children":["Information/Communication Technologies and Development"]}" data-trace="false" data-dom-id="Pill-react-component-dd07b9a2-75bb-4227-9dc6-3c7cd236aa05"></div> <div id="Pill-react-component-dd07b9a2-75bb-4227-9dc6-3c7cd236aa05"></div> </a><a data-click-track="profile-user-info-expand-research-interests" data-has-card-for-ri-list="51704411" href="https://www.academia.edu/Documents/in/Hospitality"><div class="js-react-on-rails-component" style="display:none" data-component-name="Pill" data-props="{"color":"gray","children":["Hospitality"]}" data-trace="false" data-dom-id="Pill-react-component-35c9a257-eb22-443f-9441-999e68f7fe33"></div> <div id="Pill-react-component-35c9a257-eb22-443f-9441-999e68f7fe33"></div> </a></div></div></div></div><div class="right-panel-container"><div class="user-content-wrapper"><div class="uploads-container" id="social-redesign-work-container"><div class="upload-header"><h2 class="ds2-5-heading-sans-serif-xs">Uploads</h2></div><div class="documents-container backbone-social-profile-documents" style="width: 100%;"><div class="u-taCenter"></div><div class="profile--tab_content_container js-tab-pane tab-pane active" id="all"><div class="profile--tab_heading_container js-section-heading" data-section="Papers" id="Papers"><h3 class="profile--tab_heading_container">Papers by Robert Brymer</h3></div><div class="js-work-strip profile--work_container" data-work-id="27541622"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541622/An_Examination_of_the_Dysfunctional_Consequences_of_Organizational_Injustice_and_Escapist_Coping"><img alt="Research paper thumbnail of An Examination of the Dysfunctional Consequences of Organizational Injustice and Escapist Coping" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541622/An_Examination_of_the_Dysfunctional_Consequences_of_Organizational_Injustice_and_Escapist_Coping">An Examination of the Dysfunctional Consequences of Organizational Injustice and Escapist Coping</a></div><div class="wp-workCard_item"><span>Journal of Managerial Issues</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">A considerable amount of research has been devoted to the manner in which individuals cope with s...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">A considerable amount of research has been devoted to the manner in which individuals cope with stressful situations in daily organizational life. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541619"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541619/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision"><img alt="Research paper thumbnail of Empowered Employees as Social Deviants: The Role of Abusive Supervision" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541619/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision">Empowered Employees as Social Deviants: The Role of Abusive Supervision</a></div><div class="wp-workCard_item"><span>Journal of Business and Psychology</span><span>, 2014</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">ABSTRACT Purpose The purpose of this study was to examine the effects of psychological empowermen...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">ABSTRACT Purpose The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. Design/Methodology/Approach Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance. Findings Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. Implications Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two samples suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees. Originality/Value This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541612"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541612/Attitudes_and_perceptions_toward_affirmative_action_programs_An_application_of_institutional_theory"><img alt="Research paper thumbnail of Attitudes and perceptions toward affirmative action programs: An application of institutional theory" class="work-thumbnail" src="https://attachments.academia-assets.com/47794611/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541612/Attitudes_and_perceptions_toward_affirmative_action_programs_An_application_of_institutional_theory">Attitudes and perceptions toward affirmative action programs: An application of institutional theory</a></div><div class="wp-workCard_item"><span>International Journal of Hospitality Management</span><span>, 2014</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="90e570c902516c469a71563c7357a7a2" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":47794611,"asset_id":27541612,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/47794611/download_file?st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541612"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541612"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541612; 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Mail surveys were distributed to 30 U.S. hotels, representing more than 8 different national and international brands, and 324 middle managers participated in the survey. This study demonstrates that executives' ethical leadership is positively related to their middle managers' job satisfaction and their affective organizational commitment. Middle managers' job satisfaction is positively related to organizational commitment, but job satisfaction does not necessarily lead to their willingness to exert extra effort. 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Research in the area of subjective well-being suggests that the experience of work is multifaceted . Acknowledging the complexity and perhaps multifaceted nature of the job satisfaction-performance relationship might lead to more fruitful efforts to understand the dynamics of this association. In this study, we hypothesized and found support for the contention that value attainment and affective disposition would demonstrate complex interactions with performance and satisfaction. The sample consisted of 270 managerial personnel of national hotel chains located across the United States. Three-way interactions demonstrated that the strongest positive relationship between job satisfaction and performance occurred when high value attainment was coupled with either high positive or low negative affective disposition. 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class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541608/Relationships_between_felt_accountability_as_a_stressor_and_strain_reactions_The_neutralizing_role_of_autonomy_across_two_studies"><img alt="Research paper thumbnail of Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541608/Relationships_between_felt_accountability_as_a_stressor_and_strain_reactions_The_neutralizing_role_of_autonomy_across_two_studies">Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies</a></div><div class="wp-workCard_item"><span>Journal of Occupational Health Psychology</span><span>, 2006</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention in terms of its importance for explaining variance in work attitudes and behaviors. Building on these investigations, the present research tests in 2 studies a conceptualization that positions job autonomy as a moderator of the relationships between felt accountability and strain reactions. In Study 1, the interactions of Felt Accountability x Job Autonomy on job tension and job satisfaction were investigated. As hypothesized, the results demonstrated that autonomy neutralized the dysfunctional effects of accountability for each outcome. Study 2 extended the findings from Study 1 by replicating the form of the interactive effects, with job satisfaction and emotional exhaustion serving as strain reactions. Implications, strengths and limitations, and suggestions for future research are discussed.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541608"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541608"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541608; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27541608]").text(description); $(".js-view-count[data-work-id=27541608]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 27541608; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='27541608']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 27541608, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=27541608]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":27541608,"title":"Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies","translated_title":"","metadata":{"abstract":"Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention in terms of its importance for explaining variance in work attitudes and behaviors. Building on these investigations, the present research tests in 2 studies a conceptualization that positions job autonomy as a moderator of the relationships between felt accountability and strain reactions. In Study 1, the interactions of Felt Accountability x Job Autonomy on job tension and job satisfaction were investigated. As hypothesized, the results demonstrated that autonomy neutralized the dysfunctional effects of accountability for each outcome. Study 2 extended the findings from Study 1 by replicating the form of the interactive effects, with job satisfaction and emotional exhaustion serving as strain reactions. 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Study 2 extended the findings from Study 1 by replicating the form of the interactive effects, with job satisfaction and emotional exhaustion serving as strain reactions. Implications, strengths and limitations, and suggestions for future research are discussed.","internal_url":"https://www.academia.edu/27541608/Relationships_between_felt_accountability_as_a_stressor_and_strain_reactions_The_neutralizing_role_of_autonomy_across_two_studies","translated_internal_url":"","created_at":"2016-08-04T12:10:00.292-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":51704411,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":23112677,"work_id":27541608,"tagging_user_id":51704411,"tagged_user_id":null,"co_author_invite_id":5154890,"email":"r***l@g.cofc.edu","display_order":0,"name":"M. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541607"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541607/Customer_Service_Behavior_and_Attitudes_among_Hotel_Managers_A_Look_at_Perceived_Support_Functions_Standards_for_Service_and_Service_Process_Outcomes"><img alt="Research paper thumbnail of Customer Service Behavior and Attitudes among Hotel Managers: A Look at Perceived Support Functions, Standards for Service, and Service Process Outcomes" class="work-thumbnail" src="https://attachments.academia-assets.com/47794609/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541607/Customer_Service_Behavior_and_Attitudes_among_Hotel_Managers_A_Look_at_Perceived_Support_Functions_Standards_for_Service_and_Service_Process_Outcomes">Customer Service Behavior and Attitudes among Hotel Managers: A Look at Perceived Support Functions, Standards for Service, and Service Process Outcomes</a></div><div class="wp-workCard_item"><span>Journal of Hospitality & Tourism Research</span><span>, 2000</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="38cd26afecc5f1d345a63eebec4a011c" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":47794609,"asset_id":27541607,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/47794609/download_file?st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541607"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541607"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541607; 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href="https://www.academia.edu/19610372/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision"><img alt="Research paper thumbnail of Empowered Employees as Social Deviants: The Role of Abusive Supervision" class="work-thumbnail" src="https://attachments.academia-assets.com/52581923/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/19610372/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision">Empowered Employees as Social Deviants: The Role of Abusive Supervision</a></div><div class="wp-workCard_item wp-workCard--coauthors"><span>by </span><span><a class="" data-click-track="profile-work-strip-authors" href="https://auburn.academia.edu/JeremyMackey">Jeremy D Mackey</a>, <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/GallagherVickie">Vickie Gallagher</a>, and <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/RobertBrymer">Robert Brymer</a></span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Purpose – The purpose of this study was to examine the effects of psychological empowerment on th...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Purpose – The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. <br /><br />Design/methodology/approach – Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance.  <br /><br />Findings – Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. <br /><br />Implications – Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two studies suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees.<br /><br />Originality/value – This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. Additionally, this study is unique given the introduction of psychological empowerment to the abusive supervision literature.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="2ce09725ac7723dc8e5641697cb13038" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":52581923,"asset_id":19610372,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/52581923/download_file?st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="19610372"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="19610372"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 19610372; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=19610372]").text(description); $(".js-view-count[data-work-id=19610372]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 19610372; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='19610372']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 19610372, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "2ce09725ac7723dc8e5641697cb13038" } } $('.js-work-strip[data-work-id=19610372]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":19610372,"title":"Empowered Employees as Social Deviants: The Role of Abusive Supervision","translated_title":"","metadata":{"abstract":"Purpose – The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. \n\nDesign/methodology/approach – Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance. \n\nFindings – Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. \n\nImplications – Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two studies suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees.\n\nOriginality/value – This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. Additionally, this study is unique given the introduction of psychological empowerment to the abusive supervision literature.\n"},"translated_abstract":"Purpose – The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. \n\nDesign/methodology/approach – Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance. \n\nFindings – Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. \n\nImplications – Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two studies suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees.\n\nOriginality/value – This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. Additionally, this study is unique given the introduction of psychological empowerment to the abusive supervision literature.\n","internal_url":"https://www.academia.edu/19610372/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision","translated_internal_url":"","created_at":"2015-12-11T10:18:00.863-08:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":38904725,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":11884332,"work_id":19610372,"tagging_user_id":38904725,"tagged_user_id":33832962,"co_author_invite_id":null,"email":"p***w@cob.fsu.edu","display_order":0,"name":"Pamela Perrewé","title":"Empowered Employees as Social Deviants: The Role of Abusive Supervision"},{"id":11884333,"work_id":19610372,"tagging_user_id":38904725,"tagged_user_id":40577406,"co_author_invite_id":2791109,"email":"v***r@csuohio.edu","display_order":4194304,"name":"Vickie Gallagher","title":"Empowered Employees as Social Deviants: 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Mackey","url":"https://auburn.academia.edu/JeremyMackey"},"attachments":[{"id":52581923,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/52581923/thumbnails/1.jpg","file_name":"Mackey__Frieder__Perrewe__Gallagher____Brymer_2015_Abusive_supervision_and_empowerment.pdf","download_url":"https://www.academia.edu/attachments/52581923/download_file?st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Empowered_Employees_as_Social_Deviants_T.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/52581923/Mackey__Frieder__Perrewe__Gallagher____Brymer_2015_Abusive_supervision_and_empowerment-libre.pdf?1491922607=\u0026response-content-disposition=attachment%3B+filename%3DEmpowered_Employees_as_Social_Deviants_T.pdf\u0026Expires=1732492373\u0026Signature=SCNuk919C7QALYyEkHjvWkgJHvgsvkof0kf75Yl-NYTuTRV9Rsm~IQHmbU6QKD-DNqC5tqLvskTBH5Xsy3BjsEEm3lzoZkZeiGxtuvhOgemVHA5nfjG8KwCyAAdq~1amY056JhRv4-u5mddzbWhUKqNLMmhUwOVCiuu0BjK-z1ybV6Sp00u9NxmIg3E5WbgWJhlZ~jmYxtwZxcHyunsNRUE0rWwXd7YamVv10ER4E3s5vB6gzXGkfQuJJ~JQg8vUxoCSBBtq35jghiqXEe6wqm7BHPs9NgKk09z23UygABBD~kJd5WvZu4Kd09rXS1Yrd2c6Covl1ANebzO0-es05Q__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":2969,"name":"Leadership","url":"https://www.academia.edu/Documents/in/Leadership"},{"id":8470,"name":"Empowerment","url":"https://www.academia.edu/Documents/in/Empowerment"},{"id":70324,"name":"Deviance","url":"https://www.academia.edu/Documents/in/Deviance"},{"id":71988,"name":"Abusive 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href="https://www.academia.edu/27541606/Customer_service_employees_behavioral_intentions_and_attitudes_an_examination_of_construct_validity_and_a_path_model"><img alt="Research paper thumbnail of Customer service employees’ behavioral intentions and attitudes: an examination of construct validity and a path model" class="work-thumbnail" src="https://attachments.academia-assets.com/47794606/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541606/Customer_service_employees_behavioral_intentions_and_attitudes_an_examination_of_construct_validity_and_a_path_model">Customer service employees’ behavioral intentions and attitudes: an examination of construct validity and a path model</a></div><div class="wp-workCard_item"><span>International Journal of Hospitality Management</span><span>, 2000</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="a1aa5b5b204641e91f6c95abf89f784a" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":47794606,"asset_id":27541606,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/47794606/download_file?st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541606"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div 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{"id":27541606,"title":"Customer service employees’ behavioral intentions and attitudes: an examination of construct validity and a path model","translated_title":"","metadata":{"grobid_abstract":"Customer service employees (N\"386) from a variety of service-based organizations (e.g., hotels, restaurants, and retail stores) were sampled in a cross-sectional design to assess the construct validity and predictive utility of measures of: (a) perceptions of organizational support, (b) organizational commitment, (c) job satisfaction, (d) intent to quit, and (e) life satisfaction and to assess the appropriateness of use and the impact of these scales within a service-based context. The construct validity of the measures was assessed through the application of con\"rmatory factor analysis, while the predictive character of the proposed path models was assessed using path analysis. Results indicated that the measures of job satisfaction, intent to quit, and life satisfaction demonstrated acceptable construct validity within the service context sampled, while the measures of organizational support and commitment received mixed support due to problems with measurement error and item speci\"cation. The analyses of the path models revealed that: (a) perceived organizational support strongly and signi\"cantly in#uenced job satisfaction and organizational commitment, (b) job satisfaction had a unidirectional impact upon life satisfaction, (c) despite a strong correlation, job satisfaction displayed a limited predictive impact on organizational commitment, and (d) intent to quit was in#uenced by both job satisfaction and organizational commitment.","publication_date":{"day":null,"month":null,"year":2000,"errors":{}},"publication_name":"International Journal of Hospitality 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Management","url":"https://www.academia.edu/Documents/in/Hospitality_Management"},{"id":8171,"name":"Organizational Commitment","url":"https://www.academia.edu/Documents/in/Organizational_Commitment"},{"id":8688,"name":"Job Satisfaction","url":"https://www.academia.edu/Documents/in/Job_Satisfaction"},{"id":43883,"name":"Tourism","url":"https://www.academia.edu/Documents/in/Tourism"},{"id":46211,"name":"Life Satisfaction","url":"https://www.academia.edu/Documents/in/Life_Satisfaction"},{"id":103658,"name":"Customer Service","url":"https://www.academia.edu/Documents/in/Customer_Service"},{"id":104428,"name":"Confirmatory factor analysis","url":"https://www.academia.edu/Documents/in/Confirmatory_factor_analysis"},{"id":104434,"name":"Construct Validity","url":"https://www.academia.edu/Documents/in/Construct_Validity"},{"id":129913,"name":"Attitudes","url":"https://www.academia.edu/Documents/in/Attitudes"},{"id":160939,"name":"Path Analysis","url":"https://www.academia.edu/Documents/in/Path_Analysis"},{"id":162403,"name":"Measurement Error","url":"https://www.academia.edu/Documents/in/Measurement_Error"},{"id":248769,"name":"Perceived organizational support","url":"https://www.academia.edu/Documents/in/Perceived_organizational_support"},{"id":404000,"name":"Cross Section","url":"https://www.academia.edu/Documents/in/Cross_Section"},{"id":961618,"name":"Path Model","url":"https://www.academia.edu/Documents/in/Path_Model"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541605"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541605/Determinants_affecting_comprehensive_property_level_hotel_performance_The_moderating_role_of_hotel_type"><img alt="Research paper thumbnail of Determinants affecting comprehensive property-level hotel performance: The moderating role of hotel type" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541605/Determinants_affecting_comprehensive_property_level_hotel_performance_The_moderating_role_of_hotel_type">Determinants affecting comprehensive property-level hotel performance: The moderating role of hotel type</a></div><div class="wp-workCard_item"><span>International Journal of Hospitality Management</span><span>, 2013</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">ABSTRACT</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541605"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541605"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541605; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27541605]").text(description); $(".js-view-count[data-work-id=27541605]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 27541605; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='27541605']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 27541605, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=27541605]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":27541605,"title":"Determinants affecting comprehensive property-level hotel performance: The moderating role of hotel type","translated_title":"","metadata":{"abstract":"ABSTRACT","publication_date":{"day":null,"month":null,"year":2013,"errors":{}},"publication_name":"International Journal of Hospitality 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27484769"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27484769/Cultural_influences_on_ethical_decisions_of_students_enrolled_in_European_hospitality_programmes"><img alt="Research paper thumbnail of Cultural influences on ethical decisions of students enrolled in European hospitality programmes" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27484769/Cultural_influences_on_ethical_decisions_of_students_enrolled_in_European_hospitality_programmes">Cultural influences on ethical decisions of students enrolled in European hospitality programmes</a></div><div class="wp-workCard_item wp-workCard--coauthors"><span>by </span><span><a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/RobertBrymer">Robert Brymer</a> and <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/RaymondSchmidgall">Raymond Schmidgall</a></span></div><div class="wp-workCard_item"><span>Tourism and Hospitality Research</span><span>, 2005</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">... of personal materialistic consumption in spite of general condemna-tion of the practice (Ger ...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">... of personal materialistic consumption in spite of general condemna-tion of the practice (Ger and ... students were asked to indicate whether the action posed was &#x27;ethical&#x27;, &#x27;unethical&#x27;, or &#x27;not ... company policy, so you do too.&#x27; The remaining five scenarios were business-oriented such ...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27484769"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27484769"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27484769; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27484769]").text(description); 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541619"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541619/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision"><img alt="Research paper thumbnail of Empowered Employees as Social Deviants: The Role of Abusive Supervision" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541619/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision">Empowered Employees as Social Deviants: The Role of Abusive Supervision</a></div><div class="wp-workCard_item"><span>Journal of Business and Psychology</span><span>, 2014</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">ABSTRACT Purpose The purpose of this study was to examine the effects of psychological empowermen...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">ABSTRACT Purpose The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. Design/Methodology/Approach Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance. Findings Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. Implications Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two samples suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees. Originality/Value This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. Additionally, this study is unique given the introduction of psychological empowerment to the abusive supervision literature.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541619"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541619"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541619; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27541619]").text(description); $(".js-view-count[data-work-id=27541619]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 27541619; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='27541619']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 27541619, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=27541619]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":27541619,"title":"Empowered Employees as Social Deviants: The Role of Abusive Supervision","translated_title":"","metadata":{"abstract":"ABSTRACT Purpose The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. Design/Methodology/Approach Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance. Findings Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. Implications Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two samples suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees. Originality/Value This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. Additionally, this study is unique given the introduction of psychological empowerment to the abusive supervision literature.","publication_date":{"day":null,"month":null,"year":2014,"errors":{}},"publication_name":"Journal of Business and Psychology"},"translated_abstract":"ABSTRACT Purpose The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. Design/Methodology/Approach Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance. Findings Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. Implications Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two samples suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees. Originality/Value This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. Additionally, this study is unique given the introduction of psychological empowerment to the abusive supervision literature.","internal_url":"https://www.academia.edu/27541619/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision","translated_internal_url":"","created_at":"2016-08-04T12:10:14.836-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":51704411,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":23112721,"work_id":27541619,"tagging_user_id":51704411,"tagged_user_id":33832962,"co_author_invite_id":null,"email":"p***w@cob.fsu.edu","display_order":0,"name":"Pamela Perrewé","title":"Empowered Employees as Social Deviants: The Role of Abusive Supervision"}],"downloadable_attachments":[],"slug":"Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision","translated_slug":"","page_count":null,"language":"en","content_type":"Work","owner":{"id":51704411,"first_name":"Robert","middle_initials":null,"last_name":"Brymer","page_name":"RobertBrymer","domain_name":"independent","created_at":"2016-08-04T12:09:30.586-07:00","display_name":"Robert Brymer","url":"https://independent.academia.edu/RobertBrymer"},"attachments":[],"research_interests":[{"id":39,"name":"Marketing","url":"https://www.academia.edu/Documents/in/Marketing"},{"id":221,"name":"Psychology","url":"https://www.academia.edu/Documents/in/Psychology"},{"id":2969,"name":"Leadership","url":"https://www.academia.edu/Documents/in/Leadership"},{"id":8470,"name":"Empowerment","url":"https://www.academia.edu/Documents/in/Empowerment"},{"id":21683,"name":"Business Psychology","url":"https://www.academia.edu/Documents/in/Business_Psychology"},{"id":70324,"name":"Deviance","url":"https://www.academia.edu/Documents/in/Deviance"},{"id":71988,"name":"Abusive Supervision","url":"https://www.academia.edu/Documents/in/Abusive_Supervision"},{"id":73149,"name":"Business and Management","url":"https://www.academia.edu/Documents/in/Business_and_Management"},{"id":129204,"name":"Employee Empowerment","url":"https://www.academia.edu/Documents/in/Employee_Empowerment"},{"id":188374,"name":"Workplace Deviance","url":"https://www.academia.edu/Documents/in/Workplace_Deviance"},{"id":378817,"name":"Deviant Workplace Behavior","url":"https://www.academia.edu/Documents/in/Deviant_Workplace_Behavior"},{"id":954808,"name":"Mistreatment In Organization","url":"https://www.academia.edu/Documents/in/Mistreatment_In_Organization"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541612"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541612/Attitudes_and_perceptions_toward_affirmative_action_programs_An_application_of_institutional_theory"><img alt="Research paper thumbnail of Attitudes and perceptions toward affirmative action programs: An application of institutional theory" class="work-thumbnail" src="https://attachments.academia-assets.com/47794611/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541612/Attitudes_and_perceptions_toward_affirmative_action_programs_An_application_of_institutional_theory">Attitudes and perceptions toward affirmative action programs: An application of institutional theory</a></div><div class="wp-workCard_item"><span>International Journal of Hospitality Management</span><span>, 2014</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="90e570c902516c469a71563c7357a7a2" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":47794611,"asset_id":27541612,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/47794611/download_file?st=MTczMjQ4ODc3NCw4LjIyMi4yMDguMTQ2&st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541612"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541612"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541612; 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dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "90e570c902516c469a71563c7357a7a2" } } $('.js-work-strip[data-work-id=27541612]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":27541612,"title":"Attitudes and perceptions toward affirmative action programs: An application of institutional theory","translated_title":"","metadata":{"grobid_abstract":"Due to the continuing controversy surrounding the use of affirmative action programs in organizational hiring and promotion practices, we conducted a study to model individuals' attitudes, beliefs, and perceptions toward affirmative action (AA) programs considering social influences and an institutional theory framework. To conduct the study we surveyed 413 managers and supervisors from three large hotel companies in the pacific western and southeastern United States. Results indicate that institutional and social forces positively influenced participants' general perceptions of AA in the workplace. Influences from social interaction exhibited a negative relationship upon attitudes toward the experience and practice of AA, specifically related to AA hires and organizational issues stemming from AA rather than the legislation itself.","publication_date":{"day":null,"month":null,"year":2014,"errors":{}},"publication_name":"International Journal of Hospitality Management","grobid_abstract_attachment_id":47794611},"translated_abstract":null,"internal_url":"https://www.academia.edu/27541612/Attitudes_and_perceptions_toward_affirmative_action_programs_An_application_of_institutional_theory","translated_internal_url":"","created_at":"2016-08-04T12:10:00.809-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":51704411,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":23112676,"work_id":27541612,"tagging_user_id":51704411,"tagged_user_id":null,"co_author_invite_id":5154889,"email":"h***e@gmail.com","display_order":0,"name":"Hae Lee","title":"Attitudes and perceptions toward affirmative action programs: An application of institutional theory"},{"id":23112695,"work_id":27541612,"tagging_user_id":51704411,"tagged_user_id":null,"co_author_invite_id":1551797,"email":"w***m@cob.fsu.edu","display_order":4194304,"name":"Woo Kim","title":"Attitudes and perceptions toward affirmative action 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of ethical leadership on a hotel middle manager's job satisfaction and affective commitment, which in turn influence that manager's behavioral outcomes (e.g., extra effort and turnover intention) that can also impact the hotel's performance. Mail surveys were distributed to 30 U.S. hotels, representing more than 8 different national and international brands, and 324 middle managers participated in the survey. This study demonstrates that executives' ethical leadership is positively related to their middle managers' job satisfaction and their affective organizational commitment. Middle managers' job satisfaction is positively related to organizational commitment, but job satisfaction does not necessarily lead to their willingness to exert extra effort. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541610"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541610/The_effectiveness_of_managing_social_media_on_hotel_performance"><img alt="Research paper thumbnail of The effectiveness of managing social media on hotel performance" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541610/The_effectiveness_of_managing_social_media_on_hotel_performance">The effectiveness of managing social media on hotel performance</a></div><div class="wp-workCard_item"><span>International Journal of Hospitality Management</span><span>, 2015</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541610"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541610"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541610; 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541609"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541609/Job_Satisfaction_and_Performance_The_Moderating_Effects_of_Value_Attainment_and_Affective_Disposition"><img alt="Research paper thumbnail of Job Satisfaction and Performance: The Moderating Effects of Value Attainment and Affective Disposition" class="work-thumbnail" src="https://attachments.academia-assets.com/47794607/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541609/Job_Satisfaction_and_Performance_The_Moderating_Effects_of_Value_Attainment_and_Affective_Disposition">Job Satisfaction and Performance: The Moderating Effects of Value Attainment and Affective Disposition</a></div><div class="wp-workCard_item"><span>Journal of Vocational Behavior</span><span>, 1999</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="e2d8d7ab72f967066da307bceef1079d" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":47794607,"asset_id":27541609,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/47794607/download_file?st=MTczMjQ4ODc3NCw4LjIyMi4yMDguMTQ2&st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541609"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541609"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541609; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27541609]").text(description); $(".js-view-count[data-work-id=27541609]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 27541609; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='27541609']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 27541609, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); 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Research in the area of subjective well-being suggests that the experience of work is multifaceted . Acknowledging the complexity and perhaps multifaceted nature of the job satisfaction-performance relationship might lead to more fruitful efforts to understand the dynamics of this association. In this study, we hypothesized and found support for the contention that value attainment and affective disposition would demonstrate complex interactions with performance and satisfaction. The sample consisted of 270 managerial personnel of national hotel chains located across the United States. Three-way interactions demonstrated that the strongest positive relationship between job satisfaction and performance occurred when high value attainment was coupled with either high positive or low negative affective disposition. 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Satisfaction","url":"https://www.academia.edu/Documents/in/Job_Satisfaction"},{"id":69825,"name":"Negative Affect","url":"https://www.academia.edu/Documents/in/Negative_Affect"},{"id":73109,"name":"Vocational","url":"https://www.academia.edu/Documents/in/Vocational"},{"id":73149,"name":"Business and Management","url":"https://www.academia.edu/Documents/in/Business_and_Management"},{"id":98134,"name":"United States","url":"https://www.academia.edu/Documents/in/United_States"},{"id":331975,"name":"Job Performance","url":"https://www.academia.edu/Documents/in/Job_Performance"},{"id":430018,"name":"Subjective Well Being","url":"https://www.academia.edu/Documents/in/Subjective_Well_Being"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541608"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541608/Relationships_between_felt_accountability_as_a_stressor_and_strain_reactions_The_neutralizing_role_of_autonomy_across_two_studies"><img alt="Research paper thumbnail of Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541608/Relationships_between_felt_accountability_as_a_stressor_and_strain_reactions_The_neutralizing_role_of_autonomy_across_two_studies">Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies</a></div><div class="wp-workCard_item"><span>Journal of Occupational Health Psychology</span><span>, 2006</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention in terms of its importance for explaining variance in work attitudes and behaviors. Building on these investigations, the present research tests in 2 studies a conceptualization that positions job autonomy as a moderator of the relationships between felt accountability and strain reactions. In Study 1, the interactions of Felt Accountability x Job Autonomy on job tension and job satisfaction were investigated. As hypothesized, the results demonstrated that autonomy neutralized the dysfunctional effects of accountability for each outcome. Study 2 extended the findings from Study 1 by replicating the form of the interactive effects, with job satisfaction and emotional exhaustion serving as strain reactions. Implications, strengths and limitations, and suggestions for future research are discussed.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541608"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541608"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541608; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27541608]").text(description); $(".js-view-count[data-work-id=27541608]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 27541608; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='27541608']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 27541608, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=27541608]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":27541608,"title":"Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies","translated_title":"","metadata":{"abstract":"Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention in terms of its importance for explaining variance in work attitudes and behaviors. Building on these investigations, the present research tests in 2 studies a conceptualization that positions job autonomy as a moderator of the relationships between felt accountability and strain reactions. In Study 1, the interactions of Felt Accountability x Job Autonomy on job tension and job satisfaction were investigated. As hypothesized, the results demonstrated that autonomy neutralized the dysfunctional effects of accountability for each outcome. Study 2 extended the findings from Study 1 by replicating the form of the interactive effects, with job satisfaction and emotional exhaustion serving as strain reactions. Implications, strengths and limitations, and suggestions for future research are discussed.","publication_date":{"day":null,"month":null,"year":2006,"errors":{}},"publication_name":"Journal of Occupational Health Psychology"},"translated_abstract":"Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention in terms of its importance for explaining variance in work attitudes and behaviors. Building on these investigations, the present research tests in 2 studies a conceptualization that positions job autonomy as a moderator of the relationships between felt accountability and strain reactions. In Study 1, the interactions of Felt Accountability x Job Autonomy on job tension and job satisfaction were investigated. As hypothesized, the results demonstrated that autonomy neutralized the dysfunctional effects of accountability for each outcome. Study 2 extended the findings from Study 1 by replicating the form of the interactive effects, with job satisfaction and emotional exhaustion serving as strain reactions. Implications, strengths and limitations, and suggestions for future research are discussed.","internal_url":"https://www.academia.edu/27541608/Relationships_between_felt_accountability_as_a_stressor_and_strain_reactions_The_neutralizing_role_of_autonomy_across_two_studies","translated_internal_url":"","created_at":"2016-08-04T12:10:00.292-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":51704411,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":23112677,"work_id":27541608,"tagging_user_id":51704411,"tagged_user_id":null,"co_author_invite_id":5154890,"email":"r***l@g.cofc.edu","display_order":0,"name":"M. Royle","title":"Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies"},{"id":23112690,"work_id":27541608,"tagging_user_id":51704411,"tagged_user_id":null,"co_author_invite_id":5154903,"email":"a***9@my.fsu.edu","display_order":4194304,"name":"Angela Hal","title":"Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies"},{"id":23112692,"work_id":27541608,"tagging_user_id":51704411,"tagged_user_id":null,"co_author_invite_id":876381,"email":"w***r@cob.fsu.edu","display_order":6291456,"name":"Wayne Hochwarter","title":"Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies"},{"id":23112694,"work_id":27541608,"tagging_user_id":51704411,"tagged_user_id":null,"co_author_invite_id":3754926,"email":"g***s@business.fsu.edu","display_order":7340032,"name":"Gerald Ferris","title":"Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies"},{"id":23112702,"work_id":27541608,"tagging_user_id":51704411,"tagged_user_id":130393040,"co_author_invite_id":2119179,"email":"a***3@hotmail.com","affiliation":"Michigan State University","display_order":7864320,"name":"Angela Hall","title":"Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies"},{"id":23112723,"work_id":27541608,"tagging_user_id":51704411,"tagged_user_id":33832962,"co_author_invite_id":null,"email":"p***w@cob.fsu.edu","display_order":8126464,"name":"Pamela Perrewé","title":"Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies"}],"downloadable_attachments":[],"slug":"Relationships_between_felt_accountability_as_a_stressor_and_strain_reactions_The_neutralizing_role_of_autonomy_across_two_studies","translated_slug":"","page_count":null,"language":"en","content_type":"Work","owner":{"id":51704411,"first_name":"Robert","middle_initials":null,"last_name":"Brymer","page_name":"RobertBrymer","domain_name":"independent","created_at":"2016-08-04T12:09:30.586-07:00","display_name":"Robert Brymer","url":"https://independent.academia.edu/RobertBrymer"},"attachments":[],"research_interests":[{"id":221,"name":"Psychology","url":"https://www.academia.edu/Documents/in/Psychology"},{"id":8688,"name":"Job Satisfaction","url":"https://www.academia.edu/Documents/in/Job_Satisfaction"},{"id":35337,"name":"Occupational Health Psychology","url":"https://www.academia.edu/Documents/in/Occupational_Health_Psychology"},{"id":40023,"name":"Social Responsibility","url":"https://www.academia.edu/Documents/in/Social_Responsibility"},{"id":50581,"name":"Self Efficacy","url":"https://www.academia.edu/Documents/in/Self_Efficacy"},{"id":53889,"name":"Industrial Psychology","url":"https://www.academia.edu/Documents/in/Industrial_Psychology"},{"id":56122,"name":"Workplace","url":"https://www.academia.edu/Documents/in/Workplace"},{"id":64568,"name":"Humans","url":"https://www.academia.edu/Documents/in/Humans"},{"id":73149,"name":"Business and Management","url":"https://www.academia.edu/Documents/in/Business_and_Management"},{"id":98925,"name":"Female","url":"https://www.academia.edu/Documents/in/Female"},{"id":111545,"name":"Male","url":"https://www.academia.edu/Documents/in/Male"},{"id":123230,"name":"Regression Analysis","url":"https://www.academia.edu/Documents/in/Regression_Analysis"},{"id":144049,"name":"Attitude","url":"https://www.academia.edu/Documents/in/Attitude"},{"id":159736,"name":"Universities","url":"https://www.academia.edu/Documents/in/Universities"},{"id":295155,"name":"Middle Aged","url":"https://www.academia.edu/Documents/in/Middle_Aged"},{"id":327850,"name":"Questionnaires","url":"https://www.academia.edu/Documents/in/Questionnaires"},{"id":336324,"name":"Professional Autonomy","url":"https://www.academia.edu/Documents/in/Professional_Autonomy"},{"id":382075,"name":"Adult","url":"https://www.academia.edu/Documents/in/Adult"},{"id":592549,"name":"Interaction effect","url":"https://www.academia.edu/Documents/in/Interaction_effect"},{"id":998123,"name":"Southeastern United States","url":"https://www.academia.edu/Documents/in/Southeastern_United_States"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541607"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541607/Customer_Service_Behavior_and_Attitudes_among_Hotel_Managers_A_Look_at_Perceived_Support_Functions_Standards_for_Service_and_Service_Process_Outcomes"><img alt="Research paper thumbnail of Customer Service Behavior and Attitudes among Hotel Managers: A Look at Perceived Support Functions, Standards for Service, and Service Process Outcomes" class="work-thumbnail" src="https://attachments.academia-assets.com/47794609/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541607/Customer_Service_Behavior_and_Attitudes_among_Hotel_Managers_A_Look_at_Perceived_Support_Functions_Standards_for_Service_and_Service_Process_Outcomes">Customer Service Behavior and Attitudes among Hotel Managers: A Look at Perceived Support Functions, Standards for Service, and Service Process Outcomes</a></div><div class="wp-workCard_item"><span>Journal of Hospitality & Tourism Research</span><span>, 2000</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="38cd26afecc5f1d345a63eebec4a011c" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":47794609,"asset_id":27541607,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/47794609/download_file?st=MTczMjQ4ODc3NCw4LjIyMi4yMDguMTQ2&st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541607"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541607"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541607; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27541607]").text(description); $(".js-view-count[data-work-id=27541607]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 27541607; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='27541607']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 27541607, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); 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Results indicated that the perception of having standards for service delivery in an organization is strongly related to line-level employees' perceptions of support from coworkers and supervisors. Perceived support from coworkers was significantly related to service providers' customer orientation, whereas perceived support from supervisors showed a weaker relationship to a customer orientation. Ultimately, service providers' customer orientation was strongly related to customers' satisfaction with service. Finally, a set of post hoc analyses indicated that coworker and supervisory support explained a greater proportion of incremental variance in the model than did perceived organizational support alone.","publication_date":{"day":null,"month":null,"year":2000,"errors":{}},"publication_name":"Journal of Hospitality \u0026 Tourism Research","grobid_abstract_attachment_id":47794609},"translated_abstract":null,"internal_url":"https://www.academia.edu/27541607/Customer_Service_Behavior_and_Attitudes_among_Hotel_Managers_A_Look_at_Perceived_Support_Functions_Standards_for_Service_and_Service_Process_Outcomes","translated_internal_url":"","created_at":"2016-08-04T12:10:00.191-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":51704411,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":23112701,"work_id":27541607,"tagging_user_id":51704411,"tagged_user_id":null,"co_author_invite_id":1088068,"email":"c***b@bus.msu.edu","display_order":0,"name":"Carl Borchgrevink","title":"Customer Service Behavior and Attitudes among Hotel Managers: A Look at Perceived Support Functions, Standards for Service, and Service Process Outcomes"},{"id":23112713,"work_id":27541607,"tagging_user_id":51704411,"tagged_user_id":226769,"co_author_invite_id":null,"email":"a***6@cornell.edu","affiliation":"Cornell University","display_order":4194304,"name":"Alex Susskind","title":"Customer Service Behavior and Attitudes among Hotel Managers: A Look at Perceived Support Functions, Standards for Service, and Service Process 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Commitment","url":"https://www.academia.edu/Documents/in/Organizational_Commitment"},{"id":8688,"name":"Job Satisfaction","url":"https://www.academia.edu/Documents/in/Job_Satisfaction"},{"id":22656,"name":"Hospitality","url":"https://www.academia.edu/Documents/in/Hospitality"},{"id":35069,"name":"Tourism and Hospitality Education","url":"https://www.academia.edu/Documents/in/Tourism_and_Hospitality_Education"},{"id":43883,"name":"Tourism","url":"https://www.academia.edu/Documents/in/Tourism"},{"id":103658,"name":"Customer Service","url":"https://www.academia.edu/Documents/in/Customer_Service"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="19610372"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/19610372/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision"><img alt="Research paper thumbnail of Empowered Employees as Social Deviants: The Role of Abusive Supervision" class="work-thumbnail" src="https://attachments.academia-assets.com/52581923/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/19610372/Empowered_Employees_as_Social_Deviants_The_Role_of_Abusive_Supervision">Empowered Employees as Social Deviants: The Role of Abusive Supervision</a></div><div class="wp-workCard_item wp-workCard--coauthors"><span>by </span><span><a class="" data-click-track="profile-work-strip-authors" href="https://auburn.academia.edu/JeremyMackey">Jeremy D Mackey</a>, <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/GallagherVickie">Vickie Gallagher</a>, and <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/RobertBrymer">Robert Brymer</a></span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Purpose – The purpose of this study was to examine the effects of psychological empowerment on th...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Purpose – The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. <br /><br />Design/methodology/approach – Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance.  <br /><br />Findings – Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. <br /><br />Implications – Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two studies suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees.<br /><br />Originality/value – This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. Additionally, this study is unique given the introduction of psychological empowerment to the abusive supervision literature.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="2ce09725ac7723dc8e5641697cb13038" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":52581923,"asset_id":19610372,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/52581923/download_file?st=MTczMjQ4ODc3NCw4LjIyMi4yMDguMTQ2&st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="19610372"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="19610372"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 19610372; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=19610372]").text(description); $(".js-view-count[data-work-id=19610372]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 19610372; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='19610372']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 19610372, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "2ce09725ac7723dc8e5641697cb13038" } } $('.js-work-strip[data-work-id=19610372]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":19610372,"title":"Empowered Employees as Social Deviants: The Role of Abusive Supervision","translated_title":"","metadata":{"abstract":"Purpose – The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. \n\nDesign/methodology/approach – Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance. \n\nFindings – Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. \n\nImplications – Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two studies suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees.\n\nOriginality/value – This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. Additionally, this study is unique given the introduction of psychological empowerment to the abusive supervision literature.\n"},"translated_abstract":"Purpose – The purpose of this study was to examine the effects of psychological empowerment on the relationship between perceptions of abusive supervision and interpersonal deviance. \n\nDesign/methodology/approach – Data were obtained from members of a professional hotel management association (Sample 1: n = 96) and a diverse group of full-time employees (Sample 2: n = 130). We used hierarchical moderated multiple regression analyses to examine the effects of the perceived supervisory abuse × psychological empowerment interaction on coworker- and supervisor-directed deviance. \n\nFindings – Findings across two samples demonstrated that highly empowered employees were more likely than their less empowered counterparts to engage in coworker-directed deviance when they perceived supervisory abuse, but that psychological empowerment did not moderate the relationship between perceptions of abusive supervision and supervisor-directed deviance. \n\nImplications – Traditionally, psychological empowerment has been associated with auspicious workplace outcomes (e.g., heightened performance). Results across two studies suggest that highly empowered individuals are more likely than their less empowered counterparts to respond to perceived supervisory mistreatment with coworker-directed deviance. Thus, our results imply that there exists a “dark side” of empowerment such that the negative effects of perceived supervisory abuse trickle over to innocent bystander coworkers, and this relationship is even stronger for empowered employees.\n\nOriginality/value – This is one of only a few studies to examine moderators capable of altering the negative effects of perceptions of abusive supervision on individuals’ behaviors in the workplace. 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href="https://www.academia.edu/27541606/Customer_service_employees_behavioral_intentions_and_attitudes_an_examination_of_construct_validity_and_a_path_model"><img alt="Research paper thumbnail of Customer service employees’ behavioral intentions and attitudes: an examination of construct validity and a path model" class="work-thumbnail" src="https://attachments.academia-assets.com/47794606/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541606/Customer_service_employees_behavioral_intentions_and_attitudes_an_examination_of_construct_validity_and_a_path_model">Customer service employees’ behavioral intentions and attitudes: an examination of construct validity and a path model</a></div><div class="wp-workCard_item"><span>International Journal of Hospitality Management</span><span>, 2000</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="a1aa5b5b204641e91f6c95abf89f784a" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":47794606,"asset_id":27541606,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/47794606/download_file?st=MTczMjQ4ODc3NCw4LjIyMi4yMDguMTQ2&st=MTczMjQ4ODc3Myw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541606"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541606"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541606; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27541606]").text(description); $(".js-view-count[data-work-id=27541606]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 27541606; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='27541606']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + 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WowProfile.WorkStripView({ el: this, workJSON: {"id":27541606,"title":"Customer service employees’ behavioral intentions and attitudes: an examination of construct validity and a path model","translated_title":"","metadata":{"grobid_abstract":"Customer service employees (N\"386) from a variety of service-based organizations (e.g., hotels, restaurants, and retail stores) were sampled in a cross-sectional design to assess the construct validity and predictive utility of measures of: (a) perceptions of organizational support, (b) organizational commitment, (c) job satisfaction, (d) intent to quit, and (e) life satisfaction and to assess the appropriateness of use and the impact of these scales within a service-based context. The construct validity of the measures was assessed through the application of con\"rmatory factor analysis, while the predictive character of the proposed path models was assessed using path analysis. Results indicated that the measures of job satisfaction, intent to quit, and life satisfaction demonstrated acceptable construct validity within the service context sampled, while the measures of organizational support and commitment received mixed support due to problems with measurement error and item speci\"cation. The analyses of the path models revealed that: (a) perceived organizational support strongly and signi\"cantly in#uenced job satisfaction and organizational commitment, (b) job satisfaction had a unidirectional impact upon life satisfaction, (c) despite a strong correlation, job satisfaction displayed a limited predictive impact on organizational commitment, and (d) intent to quit was in#uenced by both job satisfaction and organizational commitment.","publication_date":{"day":null,"month":null,"year":2000,"errors":{}},"publication_name":"International Journal of Hospitality 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Management","url":"https://www.academia.edu/Documents/in/Hospitality_Management"},{"id":8171,"name":"Organizational Commitment","url":"https://www.academia.edu/Documents/in/Organizational_Commitment"},{"id":8688,"name":"Job Satisfaction","url":"https://www.academia.edu/Documents/in/Job_Satisfaction"},{"id":43883,"name":"Tourism","url":"https://www.academia.edu/Documents/in/Tourism"},{"id":46211,"name":"Life Satisfaction","url":"https://www.academia.edu/Documents/in/Life_Satisfaction"},{"id":103658,"name":"Customer Service","url":"https://www.academia.edu/Documents/in/Customer_Service"},{"id":104428,"name":"Confirmatory factor analysis","url":"https://www.academia.edu/Documents/in/Confirmatory_factor_analysis"},{"id":104434,"name":"Construct Validity","url":"https://www.academia.edu/Documents/in/Construct_Validity"},{"id":129913,"name":"Attitudes","url":"https://www.academia.edu/Documents/in/Attitudes"},{"id":160939,"name":"Path Analysis","url":"https://www.academia.edu/Documents/in/Path_Analysis"},{"id":162403,"name":"Measurement Error","url":"https://www.academia.edu/Documents/in/Measurement_Error"},{"id":248769,"name":"Perceived organizational support","url":"https://www.academia.edu/Documents/in/Perceived_organizational_support"},{"id":404000,"name":"Cross Section","url":"https://www.academia.edu/Documents/in/Cross_Section"},{"id":961618,"name":"Path Model","url":"https://www.academia.edu/Documents/in/Path_Model"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="27541605"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/27541605/Determinants_affecting_comprehensive_property_level_hotel_performance_The_moderating_role_of_hotel_type"><img alt="Research paper thumbnail of Determinants affecting comprehensive property-level hotel performance: The moderating role of hotel type" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/27541605/Determinants_affecting_comprehensive_property_level_hotel_performance_The_moderating_role_of_hotel_type">Determinants affecting comprehensive property-level hotel performance: The moderating role of hotel type</a></div><div class="wp-workCard_item"><span>International Journal of Hospitality Management</span><span>, 2013</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">ABSTRACT</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="27541605"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="27541605"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 27541605; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=27541605]").text(description); $(".js-view-count[data-work-id=27541605]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 27541605; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='27541605']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 27541605, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 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