From frustration to workplace conflict: examining supervisor job demands, downward bullying and the role of personality and power dynamics

Purpose The purpose of this study is to examine the supervisor-level antecedents of downward bullying (destructive dyadic conflict) in workplace settings. Grounded in affective events theory, the authors propose that supervisor job demands trigger workplace frustration, a strong negative emotional response that may drive supervisors to engage in downward bullying. Furthermore, they hypothesize that a supervisor's personality trait – neuroticism – and value system – power distance orientation – moderate these relationships along the mediational pathway. Design/methodology/approach To test these propositions, the authors develop and validate a moderated mediation model, using multi-time, multi-organization and multi-source data (n = 334 dyads) collected from Chinese employees. Findings The findings of this study provide robust support for the hypothesized relationships. Originality/value This research uniquely explains how supervisor job demands foster downward bullying via frustration by integrating Affective Events Theory with workplace conflict and moderating effects of neuroticism and power distance orientation.