Recommended Instruments for Analyzing Cyber Dating ViolenceA Systematic Review

  1. Ainize Martínez Soto 1
  2. Izaskun Ibabe 1
  1. 1 Universidad del País Vasco/Euskal Herriko Unibertsitatea
    info

    Universidad del País Vasco/Euskal Herriko Unibertsitatea

    Lejona, España

    ROR https://ror.org/000xsnr85

Revista:
The Spanish Journal of Psychology

ISSN: 1138-7416

Año de publicación: 2022

Número: 25

Páginas: 1-20

Tipo: Artículo

DOI: 10.1017/SJP.2021.50 DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

Otras publicaciones en: The Spanish Journal of Psychology

Resumen

Cyber dating violence is an emerging form of dating violence that may have serious health effects on adolescents and young people, and in recent years interest in its study has increased. In order to understand completely the nature and magnitude of the problem, a clear understanding of the concept, constructs and well-established measurement tools are needed. The goal of this study was to analyze the measurement instruments of cyber dating violence in adolescents and young adults, and to determine which are the best suitable to use. To accomplish these objectives a systematic review was carried out. After reviewing the literature, twenty-four measurement instruments were analyzed, with important differences found between them in terms, constructs, dimensions and measurement attributes, as well as differences in their assessed psychometric properties. Once the methodological quality evaluation of the instruments was carried out following COSMIN (COnsensus based Standards for the selection of health Measurement Instruments) guidelines, three scales were found to be recommendable depending on the age and cultural context of participants: Cyber Dating Abuse Questionnaire (Borrajo, Gámez-Guadix, Pereda, et al., 2015), Technology-facilitated Abuse in Relationships Scale (Brown & Hegarty, 2021), and Abuse in Teen Relationships (CARPA; Calvete et al., 2021).

Referencias bibliográficas

  • Akram, Z., Li, Y., & Akram, U. (2019). When employees are emotionally exhausted due to abusive supervision. A conservation-of-resources perspective. International Journal of Environmental Research and Public Health, 16(18), Article 3300. https://doi.org/10.3390/ijerph16183300
  • Ashkanasy, N. M., & Dorris, A. D. (2017). Emotions in the workplace. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 67–90. http://doi.org/10.1146/annurev-orgpsych-032516-113231
  • Bakker, A. B., & Demerouti, E. (2014). Job demands-resources theory. In Cooper, C. & Chen, P. (Eds.), Wellbeing: A complete reference guide (Vol. 3, pp. 37–64). Wiley-Blackwell. http://doi.org/10.1002/9781118539415.wbwell019
  • Bamberger, P. A., & Bacharach, S. B. (2006). Abusive supervision and subordinates’ problem drinking: Taking resistance, stress, and subordinate personality into account. Human Relations, 59, 723–752. https://doi.org/10.1177/0018726706066852
  • Barnes, C. M., Lucianetti, L., Bhave, D. P., & Christian, M. S. (2015). “You wouldn’t like me when I’m sleepy”: Leaders sleep, daily abusive supervision, and work-unit engagement. Academy of Management Journal, 58, 1419–1437. http://doi.org/10.5465/amj.2013.1063
  • Bowling, N. A., & Michel, J. S. (2011). Why do you treat me badly? The role of attributions regarding the cause of abuse in subordinates’ responses to abusive supervision. Work & Stress, 25, 309–320. https://doi.org/10.1080/02678373.2011.634281
  • Breevaart, K., & Bakker, A. B. (2018). Daily job demands and employee work engagement: The role of daily transformational leadership behavior. Journal of Occupational Health Psychology, 23(3), 338–349. https://doi.org/10.1037/ocp0000082
  • Breevaart, K., & Zacher, H. (2019). Main and interactive effects of weekly transformational and laissez-faire leadership on followers’ trust in the leader and leader effectiveness. Journal of Occupational and Organizational Psychology, 92, 384–409. http://doi.org/10.1111/joop.12253
  • Brislin, R. W. (1980). Translation and content analysis of oral and written material. In Triandis, H. C. & Berry, J. W. (Eds.), Handbook of cross cultural psychology (Vol. 2, pp. 349–444). Allyn & Bacon.
  • Choi, W., Kim, S. L., & Yun, S. (2019). A social exchange perspective of abusive supervision and knowledge sharing: Investigating the moderating effects of psychological contract fulfillment and self-enhancement motive. Journal of Business and Psychology, 34, 305–319. https://doi.org/10.1007/s10869-018-9542-0
  • Chu, L.-C. (2014). Mediating toxic emotions in the workplace - the impact of abusive supervision. Journal of Nursing Management, 22(8), 953–963. https://doi.org/10.1111/jonm.12071
  • Courtright, S. H., Gardner, R. G., Smith, T. A., McCormick, B. W., & Colbert, A. E. (2016). My family made me do it: A cross-domain, self-regulatory perspective on antecedents to abusive supervision. Academy of Management Journal, 59(5), 1630–1652. https://doi.org/10.5465/amj.2013.1009
  • Cropanzano, R., Dasborough, M. T., & Weiss, H. M. (2017). Affective events and the development of leader-member exchange. Academy of Management Review, 42(2), 233–258. https://doi.org/10.5465/amr.2014.0384
  • Decoster, S., Camps, J., Stouten, J., Vandevyvere, L., & Tripp, T. M. (2013). Standing by your organization: The impact of organizational identification and abusive supervision on followers’ perceived cohesion and tendency to gossip. Journal of Business Ethics, 118, 623–634. https://doi.org/10.1007/s10551-012-1612-z
  • Dufey, M., & Fernandez, A. M. (2012). Validity and reliability of the positive affect and negative affect schedule (PANAS) in Chilean college students. Revista Iberoamericana de Diagnóstico y Evaluación - e Avaliação Psicológica, 34, 157–173.
  • Harvey, P., Harris, K. J., Gillis, W. E., & Martinko, M. J. (2014). Abusive supervision and the entitled employee. The Leadership Quarterly, 25, 204–217. http://doi.org/10.1016/j.leaqua.2013.08.001
  • Henle, C. A., & Gross, M. A. (2014). What have I done to deserve this? Effects of employee personality and emotion on abusive supervision. Journal of Business Ethics, 122(3), 461–474. https://doi.org/10.1007/s10551-013-1771-6
  • Hon, A. H. Y., & Lu, L. (2016). When will the trickle-down effect of abusive supervision be alleviated? The moderating roles of power distance and traditional cultures. Cornell Hospitality Quarterly, 57, 421–433. http://doi.org/10.1177/1938965515624013
  • Huang, L.-C., Lin, C.-C., & Lu, S.-C. (2020). The relationship between abusive supervision and employee’s reaction: The job demands-resources model perspective. Personnel Review, 49(9), 2035–2054. https://doi.org/10.1108/PR-01-2019-0002
  • Huang, L.-C., Su, C.-H., Lin, C.-C., & Lu, S.-C. (2019). The influence of abusive supervision on employees’ motivation and extra-role behaviors: The daily-basis investigation. Chinese Management Studies, 13(3), 514–530. https://doi.org/10.1108/CMS-04-2018-0495
  • International Test Commission. (2017). The ITC guidelines for translating and adapting tests (2nd Ed.). https://www.intestcom.org/files/guideline_test_adaptation_2ed.pdf
  • Jiang, W., Gu, Q., & Tang, T., L.-P. (2019). Do victims of supervisor bullying suffer from poor creativity? Social cognitive and social comparison perspectives. Journal of Business Ethics, 157, 865–884. http://doi.org/10.1007/s10551-017-3660-x
  • Kelemen, T. K., Matthews, S. H., & Breevaart, K. (2020). Leading day-to-day: A review of the daily causes and consequences of leadership behaviors. The Leadership Quarterly, 31 (1), Article 101344. https://doi.org/10.1016/j.leaqua.2019.101344
  • Lam, C. K., Walter, F., & Huang, X. (2017). Supervisors’ emotional exhaustion and abusive supervision: The moderating roles of perceived subordinate performance and supervisor self-monitoring. Journal of Organizational Behavior, 38(8), 1151–1166. https://doi.org/10.1002/job.2193
  • Lee, S., Kim, S. L., & Yun, S. (2018). A moderated mediation model of the relationship between abusive supervision and knowledge sharing. The Leadership Quarterly, 29(3), 403–413. http://doi.org/10.1016/j.leaqua.2017.09.001
  • Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity. Academy of Management Journal, 55, 1187–1212. http://doi.org/10.5465/amj.2010.0400
  • Martinko, M. J., Harvey, P., Sikora, D., & Douglas, S. C. (2011). Perceptions of abusive supervision: The role of subordinates’ attribution styles. The Leadership Quarterly, 22(4), 751–764. https://doi.org/10.1016/j.leaqua.2011.05.013
  • Mawritz, M. B., Mayer, D. M., Hoobler, J. M., Wayne, S. J., & Marinova, S. V. (2012). A trickle-down model of abusive supervision. Personnel Psychology, 65, 325–357. https://doi.org/10.1111/j.1744-6570.2012.01246.x
  • Michel, J. S., Newness, K., & Duniewicz, K. (2015). How abusive supervision affects workplace deviance: A moderated-mediation examination of aggressiveness and work-related negative affect. Journal of Business and Psychology, 31(1), 1–22. https://doi.org/10.1007/s10869-015-9400-2
  • Naeem, M., Weng, Q., Ali, A., & Hameed, Z. (2020). An eye for an eye: Does subordinates’ negative workplace gossip lead to supervisor abuse? Personnel Review, 49(1), 284–302. https://doi.org/10.1108/PR-05-2018-0174
  • Oh, J. K., & Farh, C. I. C. (2017). An emotional process theory of how subordinates appraise, experience, and respond to abusive supervision over time. Academy of Management Review, 42 ( 2), 207–232. https://doi.org/10.5465/amr.2014.0347
  • Ouyang, K., Lam, W., & Wang, W. (2015). Roles of gender and identification on abusive supervision and proactive behavior. Asia Pacific Journal of Management, 32(3), 671–691. https://doi.org/10.1007/s10490-015-9410-7
  • Park, I.-J., Kim, P. B., Jung, H., Yun, D., & Hai, S. (2021). A diary study of work consequences for hotel employees victimized by supervisor from a demand-resource perspective on employee emotions. International Journal of Hospitality Management, 92, Article 102714. https://doi.org/10.1016/j.ijhm.2020.102714
  • Peng, A. C., Schaubroeck, J. M., Chong, S., & Li, Y. (2019). Discrete emotions linking abusive supervision to employee intention and behavior. Personnel Psychology, 72, 393–419. https://doi.org/10.1111/peps.12310
  • Pradhan, S., Jena, L. K., & Mohapatra, M. (2018). Role of gender on the relationship between abusive supervision and employee’s intention to quit in Indian electricity distribution companies. Gender in Management: An International Journal, 33(4), 282–295. https://doi.org/10.1108/GM-01-2017-0008
  • Pyc, L. S., Meltzer, D. P., & Liu, C. (2017). Ineffective leadership and employees’ negative outcomes: The mediating effect of anxiety and depression. International Journal of Stress Management, 24(2), 196–215. https://doi.org/10.1037/str0000030
  • Qin, X., Huang, M., Johnson, R. E., Hu, Q., & Ju, D. (2018). The short-lived benefits of abusive supervisory behavior for actors: An investigation of recovery and work engagement. Academy of Management Journal, 61(5), 1951–1975. https://doi.org/10.5465/amj.2016.1325
  • Sanz-Vergel, A. I., Sebastián, J., Rodríguez-Muñoz, A., Garrosa, E., Moreno-Jiménez, B., & Sonnentag, S. (2010). Adaptación del “Cuestionario de Experiencias de Recuperación” a una muestra española [Adaptation of the “Recovery Experience Questionnaire” in a Spanish sample]. Psicothema, 22, 990–996.
  • Sonnentag, S. (2015). Dynamics of well-being. Annual Review of Organizational Psychology and Organizational Behavior, 2, 261–293. https://doi.org/10.1146/annurev-orgpsych-032414-111347
  • Sonnentag, S., & Fritz, C. (2007). The Recovery Experience Questionnaire: Development and validation of a measure for assessing recuperation and unwinding from work. Journal of Occupational Health Psychology, 12, 204–221. http://doi.org/10.1037/1076-8998.12.3.204
  • Sonnentag, S., Venz, L., & Casper, A. (2017). Advances in recovery research: What have we learned? What should be done next? Journal of Occupational Health Psychology, 22(3), 365–380. https://doi.org/10.1037/ocp0000079
  • Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178–190. http://doi.org/10.5465/1556375
  • Tepper, B. J., Duffy, M. K., Henle, C, A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59, 101–123. http://doi.org/10.1111/j.1744-6570.2006.00725.x
  • Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33, 261–289. http://doi.org/10.1177/0149206307300812
  • Tepper, B. J., Simon, L., & Park, H. M. (2017). Abusive supervision. Annual Review of Organizational Psychology and Organizational Behavior, 4, 123–152. https://doi.org/10.1146/annurev-orgpsych-041015-062539
  • Tse, H. H. M., Troth, A. C., Ashkanasy, N. M., & Collins, A. L. (2018). Affect and leader-member exchange in the new millennium: A state-of-art review and guiding framework. The Leadership Quarterly, 29(1), 135–149. https://doi.org/10.1016/j.leaqua.2017.10.002
  • van Hooff, M. L. M., Geurts, S. A. E., Beckers, D. G. J., & Kompier, M. A. J. (2011). Daily recovery from work: The role of activities, effort and pleasure. Work & Stress, 25(1), 55–74. https://doi.org/10.1080/02678373.2011.570941
  • Velez, M. J., & Neves, P. (2016). Abusive supervision, psychosomatic symptoms, and deviance: Can job autonomy make a difference? Journal of Occupational Health Psychology, 21(3), 322–333. http://doi.org/10.1037/a0039959
  • Wang, R., Jiang, J., Yang, L., & Shing Chan, D. K. (2016). Chinese employees’ psychological responses to abusive supervisors. Psychological Reports, 118(3), 810–828. https://doi.org/10.1177/0033294116644369
  • Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063–1070. http://doi.org/10.1037/0022-3514.54.6.1063
  • Weiss, H. M., & Beal, D. J. (2005). Reflections on Affective Events Theory. In Ashkanasy, N. M. & Härtel, C. E. J. (Eds.), The effect of affect in organizational settings. Research on emotion in organizations (Vol. 1, pp. 1–21). Emerald Group Publishing Limited. http://doi.org/10.1016/S1746-9791(05)01101-6
  • Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In Staw, B. M. & Cummings, L. L. (Eds.), Research in organizational behavior: An annual series of analytical essays and critical reviews (Vol. 18, pp. 1–74). Elsevier Science/JAI Press.
  • Wheeler, A. R., Halbesleben, J. R. B., & Whitman, M. V. (2013). The interactive effects of abusive supervision and entitlement on emotional exhaustion and co-worker abuse. Journal of Occupational and Organizational Psychology, 86(4), 477–496. https://doi.org/10.1111/joop.12034
  • Wu, T. Y., Hu, C., & Yang, C. C. (2013). Abusive supervision and workload demands from supervisors: Exploring two types of supervisor-related stressors and their association with strain. Stress and Health, 29(3), 190–198. https://doi.org/10.1002/smi.2440
  • Xia, Y., Zhang, L., & Li, M (2019). Abusive leadership and helping behavior: Capability or mood, which matters? Current Psychology, 38, 50–58. https://doi.org/10.1007/s12144-017-9583-y
  • Yu, L., & Duffy, M. K. (2021). The whiplash effect: The (moderating) role of attributed motives in emotional and behavioral reactions to abusive supervision. Journal of Applied Psychology, 106, 754–776. https://doi.org/10.1037/apl0000810
  • Zhang, J., & Liu, J. (2018). Is abusive supervision an absolute devil? Literature review and research agenda. Asia Pacific Journal of Management, 35, 719–744. https://doi.org/10.1007/s10490-017-9551-y
  • Zhang, Y., & Bednall, T. C. (2016). Antecedents of abusive supervision: A meta-analytic review. Journal of Business Ethics, 139, 455–471. https://doi.org/10.1007/s10551-015-2657-6
  • Zhang, Y., & Liao, Z. (2015). Consequences of abusive supervision: A meta-analytic review. Asia Pacific Journal Management, 32, 959–987. https://doi.org/10.1007/s10490-015-9425-0
Fuente de los datos: Dialnet