This study investigates the supervisor-level antecedents of downward bullying in a workplace setting. Drawing on Affective Events Theory, we propose that supervisor job demands (a work-specific event) lead to workplace frustration. This strong negative emotional response, in turn, may instigate supervisors to engage in downward bullying. We also postulate that a supervisor's personality trait, i.e., neuroticism, and the subordinate’s values, i.e., power distance orientation, might moderate these proposed relationships along the mediational path. We further suggest and test a moderated mediation model. By using multi-time, multi-organization, and multi-source data (n=338 dyads) from Chinese employees, we found broad support for our hypotheses. Theoretical and practical implications, as well as future research opportunities, are also discussed.
