Extant literature has documented mixed findings concerning the relationship between abusive supervision and employee performance. While most studies show a negative relationship, others reveal that abusive supervision can be motivating and performance-enhancing, and still others find no effect. To advance our understanding of this relationship, the present study examines employees’ objective and quantifiable key performance indicators (KPIs) as an outcome, while investigating employment contract type as a critical boundary condition. This study also explores an alternative outcome of abusive supervision by (...) examining whether its effects extend to employees’ behavior towards customers, specifically in the form of customer-directed sabotage. A two-wave multi-source field study was conducted with 1,331 customer service representatives from 139 call-center teams. Findings suggest an alarming phenomenon: for probationary employees, an inverted U-shaped relationship exists between abusive supervision and employees’ KPIs, such that low to moderate levels of abusive supervision increase, but moderate to high levels of abusive supervision decrease, their job performance. For permanent employees, KPIs are less affected by abusive supervision. However, abusive supervision is positively related to employees’ customer-directed sabotage behavior, and this effect is stronger for permanent (vs. probationary) employees. The theoretical and practical implications of the findings for leadership and business ethics are discussed. (shrink)

Extant literature has documented mixed findings concerning the relationship between abusive supervision and employee performance. While most studies show a negative relationship, others reveal that abusive supervision can be motivating and performance-enhancing, and still others find no effect. To advance our understanding of this relationship, the present study examines employees’ objective and quantifiable key performance indicators (KPIs) as an outcome, while investigating employment contract type as a critical boundary condition. This study also explores an alternative outcome of abusive supervision by (...) examining whether its effects extend to employees’ behavior towards customers, specifically in the form of customer-directed sabotage. A two-wave multi-source field study was conducted with 1,331 customer service representatives from 139 call-center teams. Findings suggest an alarming phenomenon: for probationary employees, an inverted U-shaped relationship exists between abusive supervision and employees’ KPIs, such that low to moderate levels of abusive supervision increase, but moderate to high levels of abusive supervision decrease, their job performance. For permanent employees, KPIs are less affected by abusive supervision. However, abusive supervision is positively related to employees’ customer-directed sabotage behavior, and this effect is stronger for permanent (vs. probationary) employees. The theoretical and practical implications of the findings for leadership and business ethics are discussed. (shrink)

In order to avoid the motor damage caused by excessive temperature rise of armature winding of the walking motor during braking of high-voltage inspection robot in complexity microgrid networks, an unpowered downhill speed and energy recovery optimization control strategy is proposed based on temperature rise characteristics of the walking motor. Firstly, the thermal equivalent circuit model of the walking motor is established, and the mapping relationship between the armature winding temperature of the walking motor and ambient temperature is solved; secondly, (...) the influence of armature winding temperature on unpowered downhill speed and energy recovery control strategy of robot is analyzed; thirdly, according to the temperature of front and rear wheel walking motors and the temperature difference between them, the optimal control strategy of unpowered downhill speed and energy recovery of robot is put forward; fourthly, by adjusting the duty ratio u of the energy consumption speed control system and the front wheel feedback brake distribution factor λ, the temperature difference between the front and rear wheel walking motors is reduced. Through the experimental analysis on the simulated line, it is verified that the unpowered downhill speed and energy recovery optimization control method based on the temperature rise characteristics of the walking motor can effectively reduce the temperature difference between the front and rear wheels. (shrink)