<![CDATA[This study examined the relationship between abusive supervision—which includes aspects of credit stealing, belittling behavior, yelling, and scapegoating—and worker performance among factory employees. Using a quantitative correlational design and purposive sampling, data were collected from 514 factory workers. Abusive supervision was measured using the multidimensional scale developed by Ghayas and Jabeen (2020), consisting of 15 items with acceptable internal consistency: credit stealing (α = .815), belittling behavior (α = .858), yelling (α = .770), and scapegoating (α = .864). Worker performance was assessed using the In-Role Performance (IRP) scale by Williams and Anderson (1991), which includes seven items (α = .84). Data were analyzed using Spearman’s rank correlation with IBM SPSS Statistics version 27. The results indicated no significant relationship between abusive supervision and worker performance: credit stealing (r = .014, p = .754), belittling behavior (r = −.079, p = .075), yelling (r = −.046, p = .301), and scapegoating (r = −.034, p = .441). These findings suggest that abusive supervision does not significantly relate to factory workers’ performance. Nevertheless, abusive supervision remains an important issue, as it may negatively affect workers’ psychological well-being over time.]]>
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