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Recent studies of organizational behavior have witnessed a growing interest in unethical leadership, leading to the development of abusive supervision research. Given the increasing interest in the causes of abusive supervision, this study proposes an organizing framework for its antecedents and tests it using meta analysis. Based on an analysis of effect sizes drawn from 74 studies, comprising 30,063 participants, the relationship between abusive supervision and different antecedent categories are examined. The results generally support expected relationships across the four categories of abusive antecedents, including: supervisor related antecedents, organization related antecedents, subordinate related antecedents, and demographic characteristics of both supervisors and subordinates. In addition, possible moderators that can also influence the relationships between abusive supervision and its antecedents are also examined. The significance and implications of different level factors in explaining abusive supervision are discussed.

Disoriented, punitive, and caregiving/role-confused attachment behaviors are associated with psychopathology in childhood, but have not been assessed in adolescence. A total of 120 low-income late adolescents (aged 18–23 years) and parents were assessed in a conflict-resolution paradigm. Their interactions were coded with the Goal-Corrected Partnership in Adolescence Coding Scales. Confirmatory factor analysis demonstrated that the three disorganized constructs (punitive, caregiving, and disoriented interaction) were best represented as distinct factors and were separable from a fourth factor for collaboration. The four factors were then assessed in relation to measures of attachment disorganization, partner abuse, and psychopathology. Results indicate that forms of disorganized behavior first described in early childhood can also be reliably assessed in adolescence and are associated with maladaptive outcomes across multiple domains.

In the United States, the Great Recession was marked by severe negative shocks to labor market conditions. In this study, we combine longitudinal data from the Fragile Families and Child Wellbeing Study with U.S. Bureau of Labor Statistics data on local area unemployment rates to examine the relationship between adverse labor market conditions and mothers' experiences of abusive behavior between 2001 and 2010. Unemployment and economic hardship at the household level were positively related to abusive behavior. Further, rapid increases in the unemployment rate increased men's controlling behavior toward romantic partners even after we adjust for unemployment and economic distress at the household level. We interpret these findings as demonstrating that the uncertainty and anticipatory anxiety that go along with sudden macroeconomic downturns have negative effects on relationship quality, above and beyond the effects of job loss and material hardship.

Moral disengagement is a process of cognitive restructuring that allows individuals to disassociate from their internal moral standards and behave unethically without feeling distressed. It has been described as a key predictor of maladaptive behaviors (e.g., delinquency, aggression, and cyberbullying) and as a mediator between individual variables and unethical outcomes (e.g., empathy and aggression). We aimed to provide evidence of validity based on the internal structure, reliability, and correlations with other constructs of the most used instrument to measure disengagement from moral self-sanctions: Bandura’s Mechanisms of Moral Disengagement Scale (MMDS). A non-probabilistic national sample of 528 Chilean adolescents from 14 to 18 years participated in the study. The results showed that the 10-item version of the MMDS had a unidimensional structure and good internal consistency. As expected, the MMDS-10 showed positive and medium correlations with abusive, violent antisocial, and delinquent behaviors and negative and medium associations with prosocial behavior and empathy. Additionally, moral disengagement fully mediated the relationship between empathy and violent antisocial behavior, supporting the hypothesis on moral disengagement as a self-regulatory cognitive process. The results confirm previous research, and the findings are discussed in terms of their implications for reducing the use of moral disengagement strategies in adolescence.

Despite proposed increases in spending on personnel and equipment for border enforcement, the complex geography of border militarization and the violence it produces require further examination. We take a geographical perspective to determine the role of violence in both its official forms, such as the incarceration and punishments experienced by undocumented migrants, as well as through abuses and violence perpetrated by agents in shaping border and immigration enforcement. By drawing on the Migrant Border Crossing Study (MBCS), which is a unique data source based on 1,110 surveys of a random sample of deportees, as well as research with family members and return migrants in Puebla, Mexico, we provide an innovative and robust account of the geography of violence and migration. Identifying regional variation allows us to see the priorities and strategic use of violence in certain areas as part of enforcement practice. We assert that understanding the role of violence allows us to explain the prevalence of various forms of abuse, as well as the role of abuse in border enforcement strategies, not as a side effect, but as elemental to the current militarized strategies. A pesar de las propuestas para aumentar los gastos en agentes y equipo para la seguridad fronteriza, la geografía compleja de la militarización de la frontera y la violencia que produce son muy pocos entendidos. Tomamos una perspectiva geográfica para entender el papel de la violencia tanto en sus formas oficiales como el encarcelamiento y castigos para migrantes, que los no-oficiales, tales como los abusos y la violencia perpetrada por agentes. Por medio de los datos del Estudio de Migrantes y el Cruce Fronterizo (MBCS por sus siglas en ingles), basado en más que 1,100 encuestas con un muestreo aleatorio de deportados con un equipo binacional en cinco ciudades fronterizos y la Ciudad de México y una investigación con familiares y migrantes que han devuelto a Puebla. proporcionamos una explicación sobre la geografía de violencia y migración. Las diferencias regionales demuestran las prioridades y el uso estratégico de la violencia en ciertas zonas fronterizas. Afirmamos que el entendimiento del papel de la violencia nos permite explicar la prevalencia de varias formas de abuso en las estrategias de control fronteriza. La violencia no es un efecto secundario sino un aspecto central de las prácticas fronterizas militarizadas.

Employee counterproductive work behavior (CWB, e.g., theft, production deviance, interpersonal abuse) is costly to organizations and those who work within them. Evidence suggests that employees are motivated to engage in CWB because they believe that these behaviors will make them feel better in response to negative workplace events. However, research has yet to consider the situational and individual factors that shape the extent to which employees view CWB in such a manner. In order to provide insight into the decision-making process surrounding the use of CWB as a coping strategy, this study leverages coping theory to examine the factors (both situational/within-person and individual/between-person) that contribute to employees' beliefs that CWBs will be instrumental for emotion regulation aims in response to workplace stressors. In a repeated measures scenario-based study of 297 employees, we found that individuals' perceived coping instrumentalities for CWBs are a function of the controllability and source of the stressor as well as a more stable learned response to stressful situations at work.

Research background: Counterproductive work behavior (CWB) refers to repeated wilful and deliberate behavior that damages the organization or its members and goes against the grain of social acceptability. Most of the literature focuses on manager bullying, with only a few hints of coworker intimidation. Purpose of the article: This study examined the implications and consequences of coworker abuse on CWB, job satisfaction, and well-being. We hypothesized that coworker abusive behavior will associate positively with CWB; negatively with job satisfaction; negatively with physical well-being, and negatively with psychological well-being. Methods: 206 workers from both the public and private sectors answered questionnaires regarding abuse at work, CWB, job satisfaction, psychological well-being, and physical well-being. Coworker abusive behavior was taken from Tepper's (2020) classic questionnaire. The measure 'counterproductive work behavior' examines the frequency of inappropriate behaviors, initially used by Bennet and Robinson (2000). Job satisfaction was measured with the Michigan Organizational Assessment Questionnaire. The questions relate to work conditions, coworkers, and general satisfaction (Hammond and Bowling,2008). Physical well-being was measured with Schat, Kelloway, and Desmarais (2005)Physical Health Questionnaire (PHQ). Physical well-being was measured with the Mental Health Continuum Short Form (MHC–SF) (Lamers et al., 2011). Findings and value-added: A positive relationship was found between coworkers' abusive behavior and CWB, and negative relationships were found between workers' job satisfaction and both types of well-being, and CWB. We concluded that peer abusive behavior is detrimental to work-related attitudes and the health of employees exposed to this behavior. Thus, we suggest that organizations undertake preventive steps to eradicate coworkers' workplace abuse.

This research examines external observers' reactions to abusive supervision in the workplace while accounting for the impact of the abusive supervisor's race and the abused employee's race. We conducted four different studies to examine differences in external observers' protective behavior across the four possible abusive supervisor–abused employee racial combinations. The focus of these studies is on the two largest racial groups in the US: White Americans and African Americans. Our findings reveal that external observers' willingness to protect an abused employee depends significantly on the abused employee's race and the abusive supervisor's race.

A recent preoccupation in scholarly research is the capacity of firms in developing country industrial clusters to comply with international corporate social responsibility (CSR) policies and codes of conducts. This research is at an early stage and draws on several—often quite distinct—scholarly traditions. In this paper, we argue that future work in this area would benefit from a more explicit examination of the connection between cluster firms and human rights defined according to the 1948 Universal Declaration of Human Rights and subsequent covenants and treaties. We argue that cluster firms' adoption of CSR policies, often indiscriminately imposed by global buyers, should be differentiated from firms' actual human rights practices. Based on this distinction, we elaborate a typology of industrial clusters (low-road, window-dressing, rights-oriented) and identify a set of factors likely to influence their practice. Against this background, we discuss an agenda for future research and elaborate on the potential methodological intricacies related to research on the interface between industrial clusters and human rights.

Data obtained from a national study of male victims or survivors of intimate partner abuse (IPA) indicate that the experience (current or past) of abuse and with service use may predict a positive perception toward help seeking. However, marital status and a tendency to minimize problems may predict negative attitudes toward help seeking. Empirical evidence from this mixed-method study suggests that male victims face many interpersonal and societal obstacles. Feeling uncomfortable when requesting assistance, men in IPA situations are affected by a masking factor that causes them to hide their situation and contributes to a misconception factor that causes people to treat men as the sole perpetrator. Although men are eligible, services may not be perceived as being available or helpful. The study yields important implications for social work practice, and the findings result in several recommendations for increased awareness about IPA, advocacy for gender-inclusive services, revision of laws and policies, increased research, and emphasis on funded and anonymous services.