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  1.  7
    Victim and Culprit? The Effects of Entitlement and Felt Accountability on Perceptions of Abusive Supervision and Perpetration of Workplace Bullying.Jeremy D. Mackey, Jeremy R. Brees, Charn P. McAllister, Michelle L. Zorn, Mark J. Martinko & Paul Harvey - 2018 - Journal of Business Ethics 153 (3):659-673.
    Although workplace bullying is common and has universally harmful effects on employees’ outcomes, little is known about workplace bullies. To address this gap in knowledge, we draw from the tenets of social exchange and displaced aggression theories in order to develop and test a model of workplace bullying that incorporates the effects of employees’ individual differences, perceptions of their work environments, and perceptions of supervisory treatment on their tendencies to bully coworkers. The results of mediated moderation analyses that examine responses (...)
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  2.  19
    Does It Take Two to Tangle? Subordinates’ Perceptions of and Reactions to Abusive Supervision.Gang Wang, Peter D. Harms & Jeremy D. Mackey - 2015 - Journal of Business Ethics 131 (2):487-503.
    Research on abusive supervision is imbalanced in two ways. First, with most research attention focused on the destructive consequences of abusive supervision, there has been relatively little work on subordinate-related predictors of perceptions of abusive supervision. Second, with most research on abusive supervision centered on its main effects and the moderating effects of supervisor-related factors, there is little understanding of how subordinate factors can moderate the main effects of perceptions of abusive supervision on workplace outcomes. The current study aims to (...)
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  3.  15
    You Abuse and I Criticize: An Ego Depletion and Leader–Member Exchange Examination of Abusive Supervision and Destructive Voice.Jeremy D. Mackey, Lei Huang & Wei He - 2020 - Journal of Business Ethics 164 (3):579-591.
    We draw from ego depletion and leader–member exchange theories to provide nuanced insight into why abusive supervision is indirectly associated with supervisor-directed destructive voice. A multi-wave, multi-source field study demonstrates evidence that abusive supervision has a positive conditional indirect effect on supervisor-directed destructive voice through subordinates’ relational ego depletion with their supervisors that is stronger for higher LMX differentiation contexts than lower LMX differentiation contexts. We make novel theoretical, empirical, and practical contributions by providing a parsimonious explanation for why relational (...)
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  4.  13
    Incivility’s Relationship with Workplace Outcomes: Enactment as a Boundary Condition in Two Samples.Jeremy D. Mackey, John D. Bishoff, Shanna R. Daniels, Wayne A. Hochwarter & Gerald R. Ferris - 2019 - Journal of Business Ethics 155 (2):513-528.
    The current two-sample investigation explores the role of enactment as a boundary condition in the relationship between experienced incivility and workplace outcomes. We integrate the tenets of the transactional model of stress and sensemaking theory to explain why enactment is a psychological sensemaking capability that can neutralize the adverse effects of experienced incivility on workplace outcomes. The results across two samples of data supported the study hypotheses by demonstrating that experienced incivility had stronger adverse effects on employees’ job satisfaction, OCBs, (...)
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  5.  5
    Insubordination: Validation of a Measure and an Examination of Insubordinate Responses to Unethical Supervisory Treatment.Jeremy D. Mackey, Charn P. McAllister & Katherine C. Alexander - 2021 - Journal of Business Ethics 168 (4):755-775.
    Research that examines unethical interpersonal treatment has received a great deal of attention from scholars and practitioners in recent years due to the remarkable impact of mistreatment in the workplace. However, the literature is incomplete because we have an inadequate understanding of insubordination, which we define as “subordinates’ disobedient behaviors that intentionally exhibit a defiant refusal of their supervisors’ authority.” In our study, we integrate social exchange theory and the advantageous comparison component of moral disengagement within the integrative model of (...)
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