סמינר משותף-התכנית בניהול אסטרטגי ויזמות והתוכנית בהתנהגות ארגונית

Ann Peng  University of Western Ontario

In this presentation, I will present two of my on-going research projects. The first examines within-person change in abusive supervision. Drawing from theories and research on the role of stimuli change in individuals’ psychological responses, this study examines dynamic relationships between change in abusive supervision and change in subordinate outcomes. The results suggest that there are short-term positive effects of increases in abusive supervision that may potentially reinforce such behavior, even while across time it adversely affects employees’ performance and other behaviors. The second project concerns leader disciplinary behavior, which is defined as actions taken by a leader in responding to followers’ undesirable behavior with the intent of deterring future occurrence of such behavior or changing it to conform to the standards of the organization. This study develops and validates a measure of leader disciplinary behavior that distinguishes punitive discipline (i.e., focusing on punishing the perpetrator) from corrective discipline (i.e., emphasizing changing the behavior). It further examines how the two forms of leader disciplinary behavior may affect employee perceptions and behavior. Results show that corrective (but not punitive) discipline has a positive influence on employee learning.