Imagine working with an abusive boss who yells at you unreasonably, makes condescending remarks to humiliate you in front of colleagues, and speaks to you in a hostile manner. How would you react?
Imagine working with an abusive boss who yells at you unreasonably, makes condescending remarks to humiliate you in front of colleagues, and speaks to you in a hostile manner.
In total, there were four unique scenarios for comparison purposes; abusive leader with a close colleague, abusive leader with a distant colleague, non-abusive leader with a close colleague, and non-abusive leader with a distant colleague. As the saying goes, birds of a feather flock together, and so observers assume that their colleague gets along well with the abusive boss because they share similar moral characters.When an abusive leader has a close relationship with a colleague, others tend to perceive their colleague as less moral and trustworthy.
In contrast, perceived involuntary association with an abusive boss signals to observers that employees do not necessarily share and agree with the boss’ values, making the negative impact of stigma-by-association less salient. At the same time, they should be mindful of their implicit biases to prevent misjudgment of the victims’ character.
These reporting channels should be made accessible and responsive, with appropriate actions taken promptly to investigate reports and address issues.
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