to a litany of negative outcomes for subordinates , including stress , low job satisfaction , deviant behaviors ( such as theft ) , poor performance , and intentions to quit the jobleadsto a litany of negative outcomes for subordinates , including stress , low job satisfaction , deviant behaviors ( such as theft ) , poor performance , and intentions to quit the job

To Posttraumatic Stress and Posttraumatic Growth 9May LeadTo Posttraumatic Stress and Posttraumatic Growth 9

workplace outcomescan ... influenceworkplace outcomes

to workplace violenceto leadto workplace violence

to increased turnover , less favorable attitudes ... increased conflict between relationships , and lower in - role and extra - role behaviors ( Tepper , 2000leadsto increased turnover , less favorable attitudes ... increased conflict between relationships , and lower in - role and extra - role behaviors ( Tepper , 2000

employees ’ workplace deviance and self - presentational behaviour via diminished self - esteeminfluencesemployees ’ workplace deviance and self - presentational behaviour via diminished self - esteem

those negative behaviors from happening again ... when it was initiated due to employees ’ poor performance , mistakes that could be prevented , and their counter - workplace behaviorsmay preventthose negative behaviors from happening again ... when it was initiated due to employees ’ poor performance , mistakes that could be prevented , and their counter - workplace behaviors

those negative behaviors from happening again ... when abusive supervision was initiated due to employees ’ poor performance , mistakes that could be prevented , and their counter - workplace behaviorsmay preventthose negative behaviors from happening again ... when abusive supervision was initiated due to employees ’ poor performance , mistakes that could be prevented , and their counter - workplace behaviors

an atmosphere in which other employees also become uncivil toward each other , often with sexual , racial , ethnic , or religious overtones leading to harassment casesalso createsan atmosphere in which other employees also become uncivil toward each other , often with sexual , racial , ethnic , or religious overtones leading to harassment cases

to higher levels of healthcare utilization , including chronic illness and pain diagnoses , and ultimately higher numbers of chronic illness and pain medications as well as number of medical office visitsleadsto higher levels of healthcare utilization , including chronic illness and pain diagnoses , and ultimately higher numbers of chronic illness and pain medications as well as number of medical office visits

in decreased productivity and employee well - being , and increased legal costscan resultin decreased productivity and employee well - being , and increased legal costs

to more supervisor - directed helpingCan ... leadto more supervisor - directed helping

to supervisees being exhausted and becoming incompetentmay leadto supervisees being exhausted and becoming incompetent

to emotional exhaustion and finally resulting in work - family conflictleadsto emotional exhaustion and finally resulting in work - family conflict

to supervisor - directed devianceleadsto supervisor - directed deviance

to organizational dehumanization perceptions , which in turn have negative consequencesleadsto organizational dehumanization perceptions , which in turn have negative consequences

in undue pressureresultingin undue pressure

unethical behaviors ... e.g. , mistreating noncombatantsinfluencedunethical behaviors ... e.g. , mistreating noncombatants

subordinates ’ psychological safetyinfluencessubordinates ’ psychological safety

the reduced self - esteem(passive) caused bythe reduced self - esteem

to emotional exhaustion Toxic or destructive leadershipcan leadto emotional exhaustion Toxic or destructive leadership

victim aggression , deviant behaviors , and even bullying of other co - workers ( Mitchell & Ambrose , 2007 ; Mackey , Frieder , Brees , & Martinko , 2017can sparkvictim aggression , deviant behaviors , and even bullying of other co - workers ( Mitchell & Ambrose , 2007 ; Mackey , Frieder , Brees , & Martinko , 2017

This potential or actual loss of resources(passive) caused byThis potential or actual loss of resources

stress , which the subordinate takes home ” in ways that subsequently reduce “ his or her family satisfactioncreatesstress , which the subordinate takes home ” in ways that subsequently reduce “ his or her family satisfaction

to poor performance , deviant work behavior , alcoholism and family problemscan leadto poor performance , deviant work behavior , alcoholism and family problems

employee defiancecan ... causeemployee defiance

to approach behaviourleadsto approach behaviour

in helplessness , frustration , and alienation from workresultedin helplessness , frustration , and alienation from work

serious problems that extend from the individual to the organization as a wholecan causeserious problems that extend from the individual to the organization as a whole

subordinate family function and satisfaction through relationship tensionultimately influencessubordinate family function and satisfaction through relationship tension

employees ’ justice perceptionscan influenceemployees ’ justice perceptions

to the experience of work - to - family conflict and relationship tensioncontributesto the experience of work - to - family conflict and relationship tension

the employee to take stress home , creating tension and conflict within the familycan causethe employee to take stress home , creating tension and conflict within the family

to organizational defianceleadsto organizational defiance

to organizational deviance ... and vice versawill leadto organizational deviance ... and vice versa

the road to emotional contagionmay causethe road to emotional contagion

to a variety of negative individual and organizational outcomes such as decreased job satisfaction , organizational commitment , and well - being and increased turnover , burnout , and hostility in the work environment ( Cortina , Magley , Williams , & Langhout , 2001 ; Tepper , Henle , Lambert , Giacalone , & Duffy , 2008 ; Tepper , 2000leadsto a variety of negative individual and organizational outcomes such as decreased job satisfaction , organizational commitment , and well - being and increased turnover , burnout , and hostility in the work environment ( Cortina , Magley , Williams , & Langhout , 2001 ; Tepper , Henle , Lambert , Giacalone , & Duffy , 2008 ; Tepper , 2000

to emotional exhaustion ( burnoutdid leadto emotional exhaustion ( burnout

to increased dissatisfaction and increased job stressledto increased dissatisfaction and increased job stress

in a high level of stress for all employees ( Wu and Hu , 2009may resultin a high level of stress for all employees ( Wu and Hu , 2009