Journal of Iranian Public Administration Studies

Journal of Iranian Public Administration Studies

Identifying the Relationships between Effective Indicators of the Leader's Moral Anger and Abusive Supervision on Employees' Trust in Leader

Document Type : Original Article

Authors
Alireza Amini 1
Fatemeh Yaghini 2
Maryam Ahmadi Zahrani 3
1 Assistant Professor, Management Department, Faculty of Economic, Management & Social Sciences, Shiraz University, Shiraz, Iran.
2 MA Student of Islamic Human Resource Management, Faculty of Economic, Management & Social Sciences, Shiraz University, Shiraz, Iran.
3 Assistant Professor, Department of Business, Faculty of Economics, Management and Accounting, Yazd University, Yazd, Iran.
10.22034/jipas.2021.275263.1162
Abstract
The purpose of this study is to identify the relationships between effective indicators of leader's moral anger and abusive supervision on staff trust in the leader in Abu-Turab Clinic in Shiraz using interpretive structural modeling. This is a descriptive-correlation study in the qualitative-research sphere. The statistical sample of this study includes 12 middle managers with more than 10 years of work experience who were exposed to the moral anger of the leader and abusive leadership and had subordinates to carry out the operational affairs. The best-worst method was used to weigh the factors; the Multi-Mora Method was used to prioritize the factors, and finally the interpretative structural modeling for rating the factors. According to the results of data analysis, a total of 19 variables at 10 levels were identified as indicators of leader's moral anger and abusive supervision, including level 1: acceptance of the risk of legitimate aggression by leadership; level 2: lack of silence in order to protect people, anger with the motivation of positive social impact; Level 3: disrespect for employees; Level 4: decreasing self-esteem, downsizing staff, embarrassing employees, restricting employee communication; level 5: abuse of employees' weaknesses, slandering of employees, breaking silence in return of violation of fairness and justice; level 6: lying, venting anger on employees; level 7: mocking employees; Level 8: devaluing employees; level 9: breach of contract with employees, aggression against ignoring values and ethics, obscenity to employees; level 10: Intrusion into employee privacy.
Keywords
Moral Anger
Abusive Supervision
Employees' Trust in Leader
Interpretative Structural Modeling
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  • Receive Date 16 August 2021
  • Revise Date 02 October 2021
  • Accept Date 13 November 2021