Recently, the Journal of Business Ethics published a study by the Naveen Jindal School of Management on the impact of abusive supervision in the workplace. For the study, abusive supervision was defined as a subordinate’s perception of their supervisor as engaging in sustained hostile verbal and non-verbal behaviors. The study did not include physical contact.
Abusive supervision in the workplace has already been studied and reported over the years to identify the nature and degree of abuse, as well as outcomes associated with it. Research shows that more than 13 percent of United States workers have been affected by abusive supervision. Costs to employers have also been identified, including increased absenteeism, increased health care costs, and lost productivity. One estimate showed the cost to employers exceeded $23.8 billion each year.
Many employees experience abusive conduct in the workplace. Some simply leave to work elsewhere while others report the abuse to a Human Resources department for action. However, many endure the abuse in silence but that does not mean they do not react to it. The study identified dysfunctional employee responses to abusive supervision such as arriving late to work and having lower productivity.
Meta-analysis was used to combine and evaluate large amounts of data from 79 earlier studies. The goal was to receive a systemic understanding of the various studies used to populate the analysis. The analysis revealed that abusive supervision causes problems for the managers that engage in the conduct. In addition, the entire organization was negatively affected by the misconduct. Notably, employees on the receiving end of the misconduct emulated that behavior in their interactions with co-workers. This social learning effect essentially infected the entire organization.
Legal Recourse is Available
Many forms of abusive conduct in the workplace rise to the level of illegal workplace harassment. Title VII of the Civil Rights Act of 1964 and other federal regulations make unwelcome verbal or physical behavior based on race, color, religion, sex, gender, nationality, age, physical or mental disability, or genetic information illegal. Many states supplement federal protections with additional avenues for legal recourse.
Bucks County Employment Discrimination Lawyers at Sidney L. Gold & Associates, P.C. Represent Victims of Abusive Employers
The laws protecting against illegal harassment or discrimination can be complex and dealing with the issue can be daunting. An effective Bucks County employment discrimination lawyer can explain your rights and recourse. You do not have to tolerate abuse in the workplace. At Sidney L. Gold & Associates, P.C., our lawyers have experience representing victims of workplace harassment. Conveniently located in Philadelphia, Pennsylvania, we serve the surrounding areas, including the state of New Jersey. We can provide the representation you need to protect your rights against discrimination and harassment in the workplace. Contact us online or call us at 215-569-1999 for a free consultation.