References
Ali Awad, N. H. & Mohamed El Sayed, B. K. (2023). Post COVID-19 workplace ostracism and counterproductive be- haviors: Moral leadership. Nursing Ethics, 30(7–8), 990–1002. https://doi.org/10.1177/09697330231169935
An, F. & Wang, B. (2016). Abusive supervision and counterproductive work behavior: Moderating effect of negative affectivity. Journal of Service Science and Management, 09(01), 66–73. https://doi.org/10.4236/jssm.2016.91009
Arshad, M. (2023). When Abusive Supervision Increases Workplace Deviance: The Moderating Role of Psychological Safety and Organizational Identification. The Lahore Journal of Business, 11(1), 1-26. https://doi.org/10.35536/ljb.2023.v11.i1.a1.
Arshad, M., Qasim, N., Reynaud, E., & Farooq, O. (2024). Religiosity as a buffer against the impact of abusive supervision on employee unethical behavior: a moderated mediation model. Leadership & Organization Development Journal, 45(8), 1588-1606.
Astrove, S. L., Yang, J., Kraimer, M. & Wayne, S. J. (2015). Psychological contract breach and counterproductive work behavior: A moderated mediation model. Academy of Management Proceedings, 2015(1), 11094. https://doi. org/10.5465/ambpp.2015.11094abstract
Balducci, C., Schaufeli, W. B. & Fraccaroli, F. (2011). The job demands–resources model and counterproductive work behaviour: The role of job-related affect. European Journal of Work and Organizational Psychology, 20(4), 467–496. https://doi.org/10.1080/13594321003669061
Chan, S. (2021). The interplay between relational and transactional psychological contracts and burnout and engage- ment. Asia Pacific Management Review, 26(1), 30–38. https://doi.org/10.1016/j.apmrv.2020.06.004.
Czarnota-Bojarska, J. (2015). Counterproductive work behavior and job satisfaction: A surprisingly rocky relationship. Journal of Management & Organization, 21(4), 460-470.
De Clercq, D., Kundi, Y. M., Sardar, S. & Shahid, S. (2021). Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices. Personnel Review, 50(7/8), 1545–1565. https://doi.org/10.1108/PR-06-2020-0469
Helle, A. C., DeShong, H. L., Lengel, G. J., Meyer, N. A., Butler, J. & Mullins-Sweatt, S. N. (2018). Utilizing five factor model facets to conceptualize counterproductive, unethical, and organizational citizenship workplace behaviors. Personality and Individual Differences, 135, 113–120. https://doi.org/10.1016/j.paid.2018.06.056
Jain, A. K., Srivastava, S. & Cooper, C. (2023). A study on the relationship of abusive supervision and fear based si- lence in India the mediating role of dimensions of emotional intelligence. Current Psychology, 42(7), 5543–5558. https://doi.org/10.1007/s12144-021-01912-3
Jensen, J. M., Opland, R. A. & Ryan, A. M. (2010). Psychological contracts and counterproductive work behaviors: Employee responses to transactional and relational breach. Journal of Business and Psychology, 25(4), 555–568. https://doi.org/10.1007/s10869-009-9148-7
Jones, G., Moore, K. A. & Morgan, D. (2020). Leadership: Untapping the secret to regional wellbeing, belonging and resilience. Located Research: Regional Places, Transitions and Challenges, 1, 117–132.
Ju, D., Xu, M., Qin, X. & Spector, P. (2019). A multilevel study of abusive supervision, norms, and personal control on counterproductive work behavior: A theory of planned behavior approach. Journal of Leadership & Organizational Studies, 26(2), 163–178. https://doi.org/10.1177/1548051818806289
Kayani, B. & Alasan, I. (2021). Impact of leaders despotism on subordinates outcomes with mediation of psycholog- ical contract breach. Journal of Contemporary Issues in Business and Government, 27, 2236–2247.
Kernan, M. C., Racicot, B. M. & Fisher, A. M. (2016). Effects of abusive supervision, psychological climate, and felt violation on work outcomes: A moderated mediated model. Journal of Leadership & Organizational Studies, 23(3), 309–321. https://doi.org/10.1177/1548051815627358
Khattak, P. & Rizvi, S. T. H. (2021). The effect of abusive supervision and psychopathy on counter productive work behavior: The role of psychological capital. NICE Research Journal, 14(1), 1–26. https://doi.org/10.51239/nrjss. v14i1.244
Koay, K. Y. & Lim, P. K. (2023). Abusive supervision and knowledge hiding: The moderated mediation role of overall justice and gender. Global Business and Organizational Excellence, 42(2), 16–28. https://doi.org/10.1002/joe.22181
Li, S. & Chen, Y. (2018). The relationship between psychological contract breach and employees’ counterproductive work behaviors: The mediating effect of organizational cynicism and work alienation. Frontiers in Psychology, 9, 1273. https://doi.org/10.3389/fpsyg.2018.01273
Liu, H., Yang, J. & Chen, X. (2020). Making the customer-brand relationship sustainable: The different effects of psy- chological contract breach types on customer citizenship behaviours. Sustainability, 12(2), 630. https://doi. org/10.3390/su12020630
Liu, W., He, C., Jiang, Y., Ji, R. & Zhai, X. (2020). Effect of gig workers’ psychological contract fulfillment on their task performance in a sharing economy – A perspective from the mediation of organizational identification and the moderation of length of service. International Journal of Environmental Research and Public Health, 17(7), 2208. https://doi.org/10.3390/ijerph17072208
Ma, L. & Li, W. (2019). The relationship between stress and counterproductive work behavior: Attachment orientation as a moderate. Open Journal of Social Sciences, 07(04), 413–423. https://doi.org/10.4236/jss.2019.74033
Mahmood, Z., Alonazi, W. B., Awais Baloch, M. & Nawaz Lodhi, R. (2021). The dark triad and counterproductive work behaviours: A multiple mediation analysis. Economic Research-Ekonomska Istraživanja, 34(1), 3321–3342. https://doi. org/10.1080/1331677X.2021. 1874463.
Makhdoom, I. F., Atta, M. & Malik, N. I. (2019). Counterproductive Work Behaviors as an Outcome of Job Burnout among High School Teachers. Bulletin of Education and Research, 41(2), 79–92.
Morsch, J., van Dijk, D. & Kodden, B. (2020). The Impact of Perceived Psychological Contract Breach, Abusive Supervision, and Silence on Employee Well-being. Journal of Applied Business & Economics, 22(2), 1–17.
O’Donoghue, W., Grimmer, M. & Teo, H. (2014). Power differential and employee responses to perceptions of non-fulfilment by the organization of its psychological contract obligations. Academy of Taiwan Business Management Review, 10(2), 63–74.
Pradhan, S., Srivastava, A. & Mishra, D. K. (2020). Abusive supervision and knowledge hiding: The mediating role of psychological contract violation and supervisor directed aggression. Journal of Knowledge Management, 24(2), 216–234. https://doi.org/10.1108/JKM-05-2019-0248
Raza, B., St-Onge, S. & Ullah, S. (2023). Abusive supervision and deviance behaviors in the hospitality industry: The role of intrinsic motivation and core self-evaluation. Tourism Management, 98, 104748. https://doi.org/10.1016/j. tourman.2023.104748
Restubog, S. L. D., Bordia, P. & Tang, R. L. (2006). Effects of psychological contract breach on performance of IT em- ployees: The mediating role of affective commitment. Journal of Occupational and Organizational Psychology, 79(2), 299–306. https://doi.org/10.1348/096317905X53183
Ronen, S. & Donia, M. B. (2020). Stifling my fire: The impact of abusive supervision on employees’ motivation and ensuing outcomes at work. Revista de Psicología del Trabajo y de las Organizaciones, 36(3), 205–214. https://doi. org/10.5093/jwop2020a20.
Said, H., Ali, L., Ali, F. & Chen, X. (2021). COVID-19 and unpaid leave: Impacts of psychological contract breach on organizational distrust and turnover intention: Mediating role of emotional exhaustion. Tourism Management. Perspectives, 39, 100854. https://doi.org/10.1016/j.tmp.2021.100854.
Shen, Y., Schaubroeck, J. M., Zhao, L. & Wu, L. (2019). Work group climate and behavioral responses to psychological contract breach. Frontiers in Psychology, 10, 67. https://doi.org/10.3389/fpsyg.2019.00067.
Sulea, C., Fine, S., Fischmann, G., Sava, F. A. & Dumitru, C. (2013). Abusive supervision and counterproductive work behaviors. Journal of Personnel Psychology, 12(4), 196–200. https://doi.org/10.1027/1866-5888/a000097
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190. https:// doi.org/10.2307/1556375
Wang, Y., Li, Z., Wang, Y. & Gao, F. (2017). Psychological contract and turnover intention: The mediating role of orga- nizational commitment. Journal of Human Resource and Sustainability Studies, 05(01), 21–35. https://doi.org/10.4236/ jhrss.2017.51003
Yu, Y., Xu, S. T. & Li, G. (2023). Abusive supervision and emotional labour on a daily Basis: The role of employee mindfulness. Tourism Management, 96, 104719. https://doi.org/10.1016/j.tourman.2023.104719
Zheng, W., Wu, Y.-C J., Chen, X. & Lin, S.-J. (2017). Why do employees have counterproductive work behavior? The role of founder’s Machiavellianism and the corporate culture in China. Management Decision, 55(3), 563–578. https://doi.org/10.1108/MD-10-2016-0696.