PSU Study Finds Abusive Bosses Harm Employee Agency, Burnout

Research shows toxic management strips workers of their humanity, leading to severe burnout and less collaboration.

Mar. 14, 2026 at 7:26am

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New research co-led by a professor at Portland State University suggests that abusive supervision fundamentally alters how employees perceive their own humanity, leading to a collapse in workplace collaboration and severe burnout. The study identified "organizational dehumanization" as the primary mechanism that strips employees of their agency, with the internal toll manifesting as a sense of inauthenticity and the social toll characterized by powerlessness.

Why it matters

This study highlights the deep and lasting damage that toxic management can have on a company's culture and workforce. By compromising an employee's sense of agency and humanity, abusive bosses undermine the interpersonal cooperation and individual resilience that are essential for organizational success.

The details

The research team, led by Liu-Qin Yang of Portland State University, conducted a dyad study in China and a longitudinal study in North America to track how specific supervisor behaviors, such as ridicule or invading privacy, cause employees to feel more like "tools" or "cogs in a machine" than human beings. They found that this sense of dehumanization triggers a ripple effect, leading to emotional exhaustion, burnout, and a reluctance to engage in voluntary teamwork.

  • The study was published in the Journal of Occupational Health Psychology in 2026.

The players

Liu-Qin Yang

A professor of psychology at Portland State University who co-led the research study.

Portland State University

The university where the research study was conducted.

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What they’re saying

“Abusive supervision compromises an employee's sense of agency. Our findings show that this sense of dehumanization creates two distinct pathways of destruction within a company's culture.”

— Liu-Qin Yang, Professor of Psychology

“To mitigate these risks, organizations should adopt practices aimed at preventing leader abuse through development programs that emphasize respectful communication. By fostering employee self-efficacy and implementing human-centric management, companies can protect their most valuable asset — the humanity of their workforce.”

— Liu-Qin Yang, Professor of Psychology

What’s next

The study's findings suggest that companies should focus on implementing management practices that prioritize employee well-being and restore a sense of agency, rather than relying solely on "fairness" initiatives.

The takeaway

This research underscores the critical importance of fostering a workplace culture that values the humanity of employees. By addressing the dehumanizing effects of abusive supervision, organizations can cultivate a more engaged, collaborative, and resilient workforce.