Summary of: Supervisor's HEXACO personality traits and
subordinate perceptions of abusive supervision
1. Abusive supervision in the workplace, characterized by sustained nonphysical verbal and non-
verbal hostility towards subordinates, is detrimental to both employees and organizations, leading
to reduced job satisfaction, increased emotional exhaustion, and other negative outcomes for
individuals and the workplace.
2. The study used the HEXACO model of personality to examine the relationship between
supervisor's personality and subordinates' perceptions of abusive supervision, hypothesizing that
subordinates perceive leaders high on Agreeableness and Honesty-Humility as less abusive.
3. The findings of the study support the hypotheses, showing that both Agreeableness and
Honesty-Humility in supervisors were negatively related to subordinate perceptions of abusive
supervision.
4. The study contributes to understanding the origins of abusive supervision and aims to stimulate
future research on supervisor personality and abusive supervision.
5. Prior research has also highlighted the importance of supervisor personality traits in the
understanding of abusive supervision.
6. The study examined the role of HEXACO personality traits, including Honesty-Humility,
Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness to Experience, in
predicting abusive supervision.
7. Subordinates' ratings of abusive supervision were found to be related to supervisors' Honesty-
Humility and Agreeableness, while the other HEXACO personality traits showed no specific
relationship with subordinates' perceptions of abusive supervision.
8. The study suggests that selecting leaders high on Agreeableness and Honesty-Humility may
reduce the likelihood of hiring abusive supervisors and has other potential benefits for leadership
positions.
subordinate perceptions of abusive supervision
1. Abusive supervision in the workplace, characterized by sustained nonphysical verbal and non-
verbal hostility towards subordinates, is detrimental to both employees and organizations, leading
to reduced job satisfaction, increased emotional exhaustion, and other negative outcomes for
individuals and the workplace.
2. The study used the HEXACO model of personality to examine the relationship between
supervisor's personality and subordinates' perceptions of abusive supervision, hypothesizing that
subordinates perceive leaders high on Agreeableness and Honesty-Humility as less abusive.
3. The findings of the study support the hypotheses, showing that both Agreeableness and
Honesty-Humility in supervisors were negatively related to subordinate perceptions of abusive
supervision.
4. The study contributes to understanding the origins of abusive supervision and aims to stimulate
future research on supervisor personality and abusive supervision.
5. Prior research has also highlighted the importance of supervisor personality traits in the
understanding of abusive supervision.
6. The study examined the role of HEXACO personality traits, including Honesty-Humility,
Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness to Experience, in
predicting abusive supervision.
7. Subordinates' ratings of abusive supervision were found to be related to supervisors' Honesty-
Humility and Agreeableness, while the other HEXACO personality traits showed no specific
relationship with subordinates' perceptions of abusive supervision.
8. The study suggests that selecting leaders high on Agreeableness and Honesty-Humility may
reduce the likelihood of hiring abusive supervisors and has other potential benefits for leadership
positions.
