Abusive Supervision in Southeast Asia Countries:
A Viewpoint of Trends and Future Research Directions
Keywords:
abusive supervision, employee, human resource, organization, Southeast Asia
Abstract
This viewpoint article reviews the evolving trends of abusive supervision studies across Southeast Asian countries. This article employs a traditional literature review by synthesizing references from various leading research databases. Abusive supervision is destructive and can cause adverse impacts on employees and organizations. It poses significant challenges to employee and organizational well-being. While extensive research has been documented in various Western contexts, scientific evidence related to abusive supervision in Southeast Asia remains underexplored. Southeast Asian people are characterized by a unique interplay of collectivist orientations and hierarchical power distance that may shape the tolerance, perception, and consequences of supervisory abuse. This article proposes that organizational silence and strong respect for authority figures have contributed to the emergence and persistence of abusive supervision in Southeast Asian regions. Furthermore, societal norms such as filial piety and face-saving behaviors may obscure recognition and resistance to such abuse. This article identifies several research gaps by integrating information from cultural and organizational insights. Firstly, future studies should anchor research directions with cultural values, and secondly, human resource and leadership practices must be tailored to Southeast Asian contexts. Understanding the influence of regional context on the development of abusive supervision is critical for designing responsive leadership development. This article urges context-sensitive empirical studies and collaborative human resource practices to reduce the emergence of supervisory abuse in the region.
References
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Gallegos, I., Guàrdia-Olmos, J., & Berger, R. (2022). Abusive supervision: A systematic review and new research approaches. Frontiers in Communication, 6(January), 1–10. https://doi.org/10.3389/fcomm.2021.640908
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Haryono, S., & Suharnomo, S. (2018). Abusive supervision and OCB: The role of emotional exhaustion and power distance orientation. Jurnal Dinamika Manajemen, 9(2), 144–155. https://doi.org/10.15294/jdm.v9i2.15634
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252–263. https://doi.org/10.1016/j.leaqua.2007.03.007
Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations (2nd ed.). SAGE.
Hoobler, J. M., & Brass, D. J. (2006). Abusive supervision and family undermining as displaced aggression. Journal of Applied Psychology, 91(5), 1125–1133. https://doi.org/10.1037/0021-9010.91.5.1125
House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (Eds.). (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. SAGE.
Kadir, A., Wirawan, H., Salam, R., Hattab, S., & Daswati, D. (2024). Abusive supervision in public service organisations: investigating the moderating effect of attribution styles. Asia Pacific Journal of Public Administration, 46(2), 184–209. https://doi.org/10.1080/23276665.2023.2274571
Kniffin, K. M., Narayanan, J., & Anseel, F. (2021). COVID-19 and the workplace: Implications, issues, and insights for future research and action. American Psychologist, 76(1), 63–77. https://doi.org/10.1037/amp0000716
Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of Applied Psychology, 97(1), 107–123. https://doi.org/10.1037/a0024610
Lipman-Blumen, J. (2005). The allure of toxic leaders: Why we follow destructive bosses and corrupt politicians—and how we can survive them. Oxford University Press.
Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Abusive supervision: A meta-analysis and empirical review. Journal of Management, 43(6), 1940–1965. https://doi.org/10.1177/0149206315573997
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159–1168. https://doi.org/10.1037/0021-9010.92.4.1159
Nuraeni, A., & Kurniawati, H. (2020). Gaya kepemimpinan otoriter dalam relasi dosen–mahasiswa: Studi kasus di perguruan tinggi. Jurnal Ilmu Sosial dan Ilmu Politik, 24(1), 47–61. https://doi.org/10.22146/jsp.50189
Pellegrini, E. K., & Scandura, T. A. (2008). Paternalistic leadership: A review and agenda for future research. Journal of Management, 34(3), 566–593. https://doi.org/10.1177/0149206308316063
Prasetyo, D., & Sutanto, E. M. (2022). Abusive supervision and psychological distress: The mediating role of emotional exhaustion. Jurnal Psikologi, 19(1), 45–58.
Sanchez, M. T., Ramos, A. M., & Carandang, R. M. (2021). Abusive supervision and work-family conflict in Filipino employees: The role of psychological distress. Asia Pacific Journal of Management Research and Innovation, 17(2), 111–125. https://doi.org/10.1177/2319510X20964060
Setiawan, G. (2021). Toxic leadership in start-up culture: Exploring verbal abuse and performance pressure in Jakarta tech companies. Indonesian Journal of Organizational Behavior, 2(1), 28–45.
Sutanto, E. M., & Widodo, T. (2019). Labor law and psychological protection in Indonesia: Between regulation and implementation. Jurnal Hukum & Pembangunan, 49(2), 276–293.
Syamsidah, S., Wirawan, H., & Salam, R. (2023). Does employees’ gender matter? Investigating the indirect effect of abusive supervision on employee creativity through job insecurity in Indonesia. Gender in Management: An International Journal, 38(8), 1075–1091. https://doi.org/10.1108/GM-07-2022-0243
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190. https://doi.org/10.5465/1556375
Tepper, B. J., Henle, C. A., Lambert, L. S., Giacalone, R. A., & Duffy, M. K. (2006). Abusive supervision and subordinates’ organization deviance. Journal of Applied Psychology, 91(4), 721–732. https://doi.org/10.1037/0021-9010.91.4.721
Tepper, B. J., Simon, L., & Park, H. M. (2017). Abusive supervision. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 123–152. https://doi.org/10.1146/annurev-orgpsych-041015-062539
Ting-Toomey, S. (1988). Intercultural conflict styles: A face-negotiation theory. In Y. Y. Kim & W. B. Gudykunst (Eds.), Theories in intercultural communication (pp. 213–235). SAGE.
Triandis, H. C. (1995). Individualism and collectivism. Westview Press.
Wirawan, H., Samad, M. A., & Khairil, M. (2023). Investigating the effect of abusive supervision on work engagement through the role of employee creativity: the moderating effect of interpersonal communication competence. Human Resource Development International, 00(00), 1–22. https://doi.org/10.1080/13678868.2023.2193809
Wu, C. H., & Parker, S. K. (2017). Abusive supervision and employee creativity: A social-cognitive perspective. Academy of Management Journal, 60(3), 1184–1208. https://doi.org/10.5465/amj.2014.0113
Wulansari, A., Handoyo, S., & Indrawati, H. (2021). Dampak abusive supervision terhadap kepuasan kerja PNS di Jawa Tengah. Jurnal Manajemen dan Kewirausahaan, 23(3), 211–222.
Xu, A. J., Huang, X., & Robinson, S. L. (2012). When leadership is abusive, employees retaliate, unless...: The roles of LMX, self-esteem, and collectivism. Journal of Applied Psychology, 97(4), 875–889. https://doi.org/10.1037/a0029272
Yuliana, I., & Fattah, N. (2021). Supervisory abuse and employee silence in Indonesian higher education. Jurnal Psikologi Ulayat, 8(2), 142–160.
Zhang, Y., & Liao, Z. (2015). Consequences of abusive supervision: A meta-analytic review. Asia Pacific Journal of Management, 32(4), 959–987. https://doi.org/10.1007/s10490-014-9396-1
Aryee, S., Chen, Z. X., Sun, L.-Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology, 92(1), 191–201. https://doi.org/10.1037/0021-9010.92.1.191
Ashforth, B. E. (1994). Petty tyranny in organizations. Human Relations, 47(7), 755–778. https://doi.org/10.1177/001872679404700701
Avey, J. B., Wernsing, T. S., & Luthans, F. (2011). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44(1), 48–70. https://doi.org/10.1177/0021886307311470
Bhattacharjee, A., & Sarkar, A. (2022). Abusive supervision: a systematic literature review. Management Review Quarterly, August 2021. https://doi.org/10.1007/s11301-022-00291-8
Blau, P. M. (1964). Exchange and power in social life. Wiley.
Brinsfield, C. T. (2013). Employee silence motives: Investigation of dimensionality and development of measures. Journal of Organizational Behavior, 34(5), 671–697. https://doi.org/10.1002/job.1829
Cao, W., Li, P., C. van der Wal, R., & W. Taris, T. (2023). Leadership and workplace aggression: A meta-analysis. Journal of Business Ethics, 186(2), 347–367. https://doi.org/10.1007/s10551-022-05184-0
Chen, C. C., Chen, X.-P., & Meindl, J. R. (1998). How can cooperation be fostered? The cultural effects of individualism–collectivism. Academy of Management Review, 23(2), 285–304. https://doi.org/10.5465/amr.1998.533224
Cheung, F. M., van de Vijver, F. J. R., & Leong, F. T. L. (2011). Toward a new approach to the study of personality in culture. American Psychologist, 66(7), 593–603. https://doi.org/10.1037/a0022389
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999
Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2003). Bullying and emotional abuse in the workplace: International perspectives in research and practice. Taylor & Francis.
Faraz, N. A., Yan, Z., Ahmed, F., Estifo, Z. M., & Raza, H. (2020). The impact of supportive leadership and family social support on female university students’ academic performance. International Journal of Environmental Research and Public Health, 17(10), 1–16. https://doi.org/10.3390/ijerph17103495
Farh, C. I. C., Hackett, R. D., & Liang, J. (2007). Individual-level cultural values as moderators of perceived organizational support–employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715–729. https://doi.org/10.5465/amj.2007.25530866
Gallegos, I., Guàrdia-Olmos, J., & Berger, R. (2022). Abusive supervision: A systematic review and new research approaches. Frontiers in Communication, 6(January), 1–10. https://doi.org/10.3389/fcomm.2021.640908
Grant, M. J., & Booth, A. (2009). A typology of reviews: An analysis of 14 review types and associated methodologies. Health Information & Libraries Journal, 26(2), 91–108. https://doi.org/10.1111/j.1471-1842.2009.00848.x
Haryono, S., & Suharnomo, S. (2018). Abusive supervision and OCB: The role of emotional exhaustion and power distance orientation. Jurnal Dinamika Manajemen, 9(2), 144–155. https://doi.org/10.15294/jdm.v9i2.15634
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252–263. https://doi.org/10.1016/j.leaqua.2007.03.007
Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations (2nd ed.). SAGE.
Hoobler, J. M., & Brass, D. J. (2006). Abusive supervision and family undermining as displaced aggression. Journal of Applied Psychology, 91(5), 1125–1133. https://doi.org/10.1037/0021-9010.91.5.1125
House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (Eds.). (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. SAGE.
Kadir, A., Wirawan, H., Salam, R., Hattab, S., & Daswati, D. (2024). Abusive supervision in public service organisations: investigating the moderating effect of attribution styles. Asia Pacific Journal of Public Administration, 46(2), 184–209. https://doi.org/10.1080/23276665.2023.2274571
Kniffin, K. M., Narayanan, J., & Anseel, F. (2021). COVID-19 and the workplace: Implications, issues, and insights for future research and action. American Psychologist, 76(1), 63–77. https://doi.org/10.1037/amp0000716
Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of Applied Psychology, 97(1), 107–123. https://doi.org/10.1037/a0024610
Lipman-Blumen, J. (2005). The allure of toxic leaders: Why we follow destructive bosses and corrupt politicians—and how we can survive them. Oxford University Press.
Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Abusive supervision: A meta-analysis and empirical review. Journal of Management, 43(6), 1940–1965. https://doi.org/10.1177/0149206315573997
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159–1168. https://doi.org/10.1037/0021-9010.92.4.1159
Nuraeni, A., & Kurniawati, H. (2020). Gaya kepemimpinan otoriter dalam relasi dosen–mahasiswa: Studi kasus di perguruan tinggi. Jurnal Ilmu Sosial dan Ilmu Politik, 24(1), 47–61. https://doi.org/10.22146/jsp.50189
Pellegrini, E. K., & Scandura, T. A. (2008). Paternalistic leadership: A review and agenda for future research. Journal of Management, 34(3), 566–593. https://doi.org/10.1177/0149206308316063
Prasetyo, D., & Sutanto, E. M. (2022). Abusive supervision and psychological distress: The mediating role of emotional exhaustion. Jurnal Psikologi, 19(1), 45–58.
Sanchez, M. T., Ramos, A. M., & Carandang, R. M. (2021). Abusive supervision and work-family conflict in Filipino employees: The role of psychological distress. Asia Pacific Journal of Management Research and Innovation, 17(2), 111–125. https://doi.org/10.1177/2319510X20964060
Setiawan, G. (2021). Toxic leadership in start-up culture: Exploring verbal abuse and performance pressure in Jakarta tech companies. Indonesian Journal of Organizational Behavior, 2(1), 28–45.
Sutanto, E. M., & Widodo, T. (2019). Labor law and psychological protection in Indonesia: Between regulation and implementation. Jurnal Hukum & Pembangunan, 49(2), 276–293.
Syamsidah, S., Wirawan, H., & Salam, R. (2023). Does employees’ gender matter? Investigating the indirect effect of abusive supervision on employee creativity through job insecurity in Indonesia. Gender in Management: An International Journal, 38(8), 1075–1091. https://doi.org/10.1108/GM-07-2022-0243
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190. https://doi.org/10.5465/1556375
Tepper, B. J., Henle, C. A., Lambert, L. S., Giacalone, R. A., & Duffy, M. K. (2006). Abusive supervision and subordinates’ organization deviance. Journal of Applied Psychology, 91(4), 721–732. https://doi.org/10.1037/0021-9010.91.4.721
Tepper, B. J., Simon, L., & Park, H. M. (2017). Abusive supervision. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 123–152. https://doi.org/10.1146/annurev-orgpsych-041015-062539
Ting-Toomey, S. (1988). Intercultural conflict styles: A face-negotiation theory. In Y. Y. Kim & W. B. Gudykunst (Eds.), Theories in intercultural communication (pp. 213–235). SAGE.
Triandis, H. C. (1995). Individualism and collectivism. Westview Press.
Wirawan, H., Samad, M. A., & Khairil, M. (2023). Investigating the effect of abusive supervision on work engagement through the role of employee creativity: the moderating effect of interpersonal communication competence. Human Resource Development International, 00(00), 1–22. https://doi.org/10.1080/13678868.2023.2193809
Wu, C. H., & Parker, S. K. (2017). Abusive supervision and employee creativity: A social-cognitive perspective. Academy of Management Journal, 60(3), 1184–1208. https://doi.org/10.5465/amj.2014.0113
Wulansari, A., Handoyo, S., & Indrawati, H. (2021). Dampak abusive supervision terhadap kepuasan kerja PNS di Jawa Tengah. Jurnal Manajemen dan Kewirausahaan, 23(3), 211–222.
Xu, A. J., Huang, X., & Robinson, S. L. (2012). When leadership is abusive, employees retaliate, unless...: The roles of LMX, self-esteem, and collectivism. Journal of Applied Psychology, 97(4), 875–889. https://doi.org/10.1037/a0029272
Yuliana, I., & Fattah, N. (2021). Supervisory abuse and employee silence in Indonesian higher education. Jurnal Psikologi Ulayat, 8(2), 142–160.
Zhang, Y., & Liao, Z. (2015). Consequences of abusive supervision: A meta-analytic review. Asia Pacific Journal of Management, 32(4), 959–987. https://doi.org/10.1007/s10490-014-9396-1
Published
2025-05-31
How to Cite
Wirawan, H., Tamar, M., & Nurkholis, U. H. (2025). Abusive Supervision in Southeast Asia Countries: : A Viewpoint of Trends and Future Research Directions . International Journal of Educational Administration, Management, and Leadership, 6(1), 65-76. https://doi.org/10.51629/ijeamal.v6i1.217
Section
viewpoints
Copyright (c) 2025 Hillman Wirawan, Muhammad Tamar, Uswatun Hasanah Nurkholis
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