Document Type



Doctor of Business Administration


Business Administration

Date of Defense


Graduate Advisor

John Meriac, Ph.D.


Ekin Pellegrini, Ph.D.

James Breaugh, Ph.D.


Years of research conducted into abusive supervision (Tepper, 2000) have provided a greater understanding of how abusive supervision impacts workers including various negative outcomes as well as employee coping mechanisms. One of the possible ways that an employee may respond to abusive supervision is feigning their agreement with organizational values. The literature is somewhat deficient, however, in examining the manifestation of these facades of conformity (Hewlin, 2003). In this study, the relationship between abusive supervision and facades of conformity was examined, as well as several moderators of this relationship. The results indicated that abusive supervision was positively and significantly related to facades of conformity. The relationship was also moderated by both perceived minority status and perceived coworker support such that the relationship was stronger for individuals that endorsed more minority classifications and had lower levels of perceived coworker support. Supplemental analyses were also conducted to examine the creation of facades with different sources, specifically supervisors and coworkers. Implications of these findings for both research and practice are discussed, as well as limitations and future directions.