It can happen to anyone—we’re all capable of being abusive as managers. Although not a form of leadership in all cases, abusive supervision refers to the perception that a supervisor is hostile in their verbal and nonverbal behavior. A recent review suggests that several factors are related to abusive supervision. Although some personality traits such as agreeableness and conscientiousness appear to be negatively (but weakly) associated with perceptions of abusive supervision, negative affect is strongly linked with it.

This same review also suggests that abusive supervision comes with dire consequences. First and foremost, abusive supervision negatively affects health: It leads to increased depression, emotional exhaustion, and job tension perceptions. It also leads to decreases in organizational commitment, job satisfaction, and perceived organizational support, along with increased work-family conflict. It can adversely affect employee performance and other employee behaviors.

When employees are the victims of abusive supervision, they tend to lash out by engaging in deviant behaviors, and the supervisor then continues to be abusive to the employees in retaliation. When it comes to the experience of being a victim of abusive supervision, your personality and coping strategies matter. Conscientious employees tend to be able to cope with the abuse better, as are employees who cope by avoiding.