Who’s afraid of the big bad boss? Plenty of us, new Florida State Univ study shows.
The
abusive boss has been well documented in movies (“Nine to Five”),
television (Fox’s “My Big Fat Obnoxious Boss”) and even the Internet(http://HateBoss.com).
Now, a Florida State University professor and two of his doctoral
students have conducted a study that shines some light on the magnitude
of the problem and documents its effects on employee health and job
performance.
“They
say that employees don’t leave their job or company, they leave their
boss. We wanted to see if this is, in fact, true,” said Wayne
Hochwarter, an associate professor of management in FSU’s College of
Business.
Working
with doctoral students Paul Harvey and Jason Stoner, Hochwarter
surveyed more than 700 people who work in a variety of jobs about their
opinions of supervisor treatment on the job. The survey generated the
following results:
• Thirty-one percent ( 31% ) of respondents reported that their supervisor gave them the “silent treatment” in the past year.
• Thirty-seven percent ( 37% ) reported that their supervisor failed to give credit when due.
• Thirty-nine percent ( 39% ) noted that their supervisor failed to keep promises.
• Twenty-seven percent ( 27% ) noted that their supervisor made negative comments about them to other employees or managers.
• Twenty-four percent ( 24% ) reported that their supervisor invaded their privacy.
• Twenty-three percent ( 23% ) indicated that their supervisor blames others to cover up mistakes or to minimize embarrassment.
• Thirty-seven percent ( 37% ) reported that their supervisor failed to give credit when due.
• Thirty-nine percent ( 39% ) noted that their supervisor failed to keep promises.
• Twenty-seven percent ( 27% ) noted that their supervisor made negative comments about them to other employees or managers.
• Twenty-four percent ( 24% ) reported that their supervisor invaded their privacy.
• Twenty-three percent ( 23% ) indicated that their supervisor blames others to cover up mistakes or to minimize embarrassment.
According
to the researchers, “Employees stuck in an abusive relationship
experienced more exhaustion, job tension, nervousness,depressed mood and
mistrust.
They
also were less likely to take on additional tasks, such as working
longer or on weekends, and were generally less satisfied with their job.
Also, employees were more likely to leave if involved in an abusive
relationship than if dissatisfied with pay.”
Hochwarter suggests several ways that employees can minimize the harm caused by an abusive supervisor.
“The
first is to stay visible at work,” he said. “It is common for the
employee to blame himself or herself for the abuse, causing
embarrassment. Hiding can be detrimental to your career, especially when
it keeps others in the company from noticing your talent and
contributions. In most cases, others know who the bullies are at work –
they likely have a history of mistreating others.”
Hochwarter also recommended keeping an optimistic outlook.
“It
is important to stay positive, even when you get irritated or
discouraged, because few subordinate-supervisor relationships last
forever,” he said. “You want the next boss to know what you can do for the company.”
Finally,
he said, “No abuse should be taken lightly, especially in situations
where it becomes a criminal act (for example, physical violence,
harassment or discrimination). The employee needs to know where help can
be found, whether it is internal (i.e.,the company’s grievance
committee) or external (i.e., formal representation or emergency
services).”
The
results of the study have been scheduled for publication in an upcoming
issue of The Leadership Quarterly, a journal read by scholars,
consultants, practicing managers, executives and administrators, as well
as those who teach leadership.
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