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Social networks are full of testimonies of employees forced to collaborate with an abusive manager. The phenomenon is such that it has become, in recent years, a real subject of sociological research. While many studies focus on the characteristics of toxic bosses, few are interested in the reasons that push workers to accept this form of harmful authority.
A research team affiliated with Ohio State University and Providence College studied the psychological mechanisms at work when you report to a problematic boss. To do this, they first surveyed 576 American employees from various industries. They asked them three questions over a six-week period about their boss’ abusive behavior and their boss’ effectiveness.
The researchers were able to observe that employees are inclined to minimize their manager’s abuses when they consider him to be effective at work. From their point of view, the excesses of their superior are the expression of a form of tough love, and not inappropriate behavior. On the other hand, workers identify managerial excesses of their boss much more easily when the latter seems incompetent to them.If employees view their boss as an accomplished leader, this seems incompatible with his being abusive. They view his mistreatment as something more positive.“, says Robert Lount, lead author of the study, in a statement.
But how can we explain these divergent interpretations? Through optimism. Indeed, employees who have a high opinion of their abusive manager are convinced that kindness will eventually prevail over severity. They believe that they will eventually be rewarded for their efforts, by obtaining, for example, a promotion.These bosses may treat their employees harshly, but it’s safe to assume that their intention is to help their subordinates reach their full potential – that’s what ‘tough love’ is all about. And if leaders are high performers, it means they’re able to bring out the best in their employees.“, explains Bennett Tepper, co-author of the study, in the same press release.
When performance masks abuse
Since the first part of their study was based on statements, the scientists decided to conduct a laboratory experiment to support their reasoning. They recruited 168 undergraduate students, who were led to believe that they were going to work in teams, under the supervision of a master’s student, to solve a problem. While they were working, the volunteers received a message supposedly sent by their team leader. The researchers had written it in such a way that it sounded benevolent (“don’t spare your efforts“) or aggressive (“Don’t waste my time with stupid ideas! Do better than an average student and don’t shame us!“).
Each working group was asked to present their ideas to their team leader, before they were reviewed by an independent expert. The researchers then informed the participants whether they had performed better than their competitors, or whether they had performed worse than them. Regardless of the result, the students were then asked to give a mark to their supervisor.
Unsurprisingly, it appeared that students were less affected by their team leader’s abusive behavior when the researchers told them they had succeeded in the exercise. Conversely, those who had supposedly failed were more likely to say they had been victims of malicious management.This shows that in a very short time, an abusive boss can go beyond being perceived as such, if he or she performs very well.“, underlines Robert Lount.
The conclusions of this study show that employees can turn a blind eye to their superior’s abuse if they esteem him professionally. This psychological phenomenon, which is in a sense similar to cognitive dissonance, explains why toxic management is so insidious. But it is no less harmful. Employees who suffer from it can experience symptoms similar to those of “classic” moral harassment: sleep disorders, gloom, anxiety, and even suicidal thoughts.
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