Explaing employees' varying reactions to high-performance supervision

Ashkanasy, N. M. (2013). Explaing employees' varying reactions to high-performance supervision. In: Book of Abstracts: 8th Asia Pacific Symposium on Worklife. APSEW 2013: 8th Asia-Pacific Symposium on Emotions in Worklife, Carlton, VIC, Australia, (21-21). 29 November, 2013.

Author Ashkanasy, N. M.
Title of paper Explaing employees' varying reactions to high-performance supervision
Conference name APSEW 2013: 8th Asia-Pacific Symposium on Emotions in Worklife
Conference location Carlton, VIC, Australia
Conference dates 29 November, 2013
Convener ANZAM Emotion and Cognition Special Interest Group
Proceedings title Book of Abstracts: 8th Asia Pacific Symposium on Worklife
Place of Publication Carlton, VIC, Australia
Publisher Melbourne Business School
Publication Year 2013
Sub-type Published abstract
Open Access Status
Start page 21
End page 21
Total pages 1
Language eng
Formatted Abstract/Summary
Owing to recent economic conditions, many supervisors have been tasked to require subordinates to “do more with less”; an approach to managing employee performance that might be considered “Cracking the Whip”, which creates a need for a theoretical model to help explain when these types of supervisory requests are perceived as appropriate versus abusive. Insights can be drawn from the qualitative implications of biographies of controversial leaders such as Lyndon B. Johnson and Steve Jobs, who both displayed behaviour that many would consider abusive but nevertheless had a group of loyal, dedicated, and appreciative subordinates.

In this presentation, I explain why some subordinates experience negative affect and perceive abuse while others experience positive affect, by outlining a model based on affective events and attribution theories which also integrates the literatures on authentic leadership, pseudo-transformational leadership, trust, emotional intelligence, and justice theory. In doing so, I answer the question: When do demands for high performance become “abusive supervision”?
Q-Index Code EX
Q-Index Status Provisional Code
Institutional Status UQ
Additional Notes Presented during "Emotions in theory and practice: The nexus between research, management issues, and clinical cases".

Document type: Conference Paper
Collection: UQ Business School Publications
 
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Created: Tue, 15 Apr 2014, 10:58:38 EST by Susan Peeters on behalf of UQ Business School