EV-0035
What the absence of this trait costs, measured
Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Journal of Management, 43(6), 1940-1965 · Source
What this entitles us to say
A meta-analysis of abusive supervision reporting moderate associations with lower job satisfaction and commitment, higher emotional exhaustion and intent to leave, fewer citizenship behaviors, and strong associations with counterproductive work behavior and deviance.
What it found
Meta-analytic population estimates for perceptions of abusive supervision against demographic, justice, individual-difference, leadership and outcome variables, with psychometric correction.
Moderate associations with lower job satisfaction, lower organizational commitment, higher emotional exhaustion, higher intent to leave, and fewer citizenship behaviors. Strong associations with counterproductive workplace behavior and deviance.
Why it matters here
It completes the Respect file at the severe end. EV-0033 shows what a single rude exchange does to performance; this shows what a sustained pattern does to an organization.
The asymmetry is the teaching point. The strongest effect is not on satisfaction or even on turnover - it is on people actively working against the organization. Disrespect does not merely reduce output; it converts people into a cost. That is the sharpest form of the book's naturally-occurring-consequence argument anywhere in the library.
For a buyer conversation it is also the honest floor of the value case. The program does not have to promise that respectful leadership creates excellence. It only has to show what its absence reliably produces.
The limits
Correlational and based on perceptions of abuse reported by the subordinate, usually at the same time as the outcomes - which inflates the relationships and cannot establish direction. There is a live argument in this field about attribution: how much of measured abusive supervision reflects the supervisor's behavior and how much reflects the subordinate's disposition to perceive hostility. That debate involves these authors directly and should be acknowledged rather than skipped. Verified to abstract level.
What we do not say
"Abusive supervision causes deviance." Correlational, same-source, and there is an active argument in the field about how much of what is measured reflects the supervisor's behavior versus the subordinate's perception. Say so.