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AIMSS Abusive Supervision Scale – AIMSS AS Scale
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| Category | Details |
|---|---|
| Description | The AIMSS Abusive Supervision (AS) Scale (SĂĽmer et al., 2024) was designed to assess workplace mistreatment or harassment. The scale was developed through focus groups, thematic analysis, and a pilot study. It consists of a 26-item full version and a 14-item short form, tested on Turkish working adults recruited online. Factor analysis, reliability, and validity assessments were conducted. |
| Author | Sümer, H. Canan; Göncü-Köse, Aslı; Toker-Gültaş, Yonca; Acar, F. Pınar; Karanfil, Derya; Ok, A. Başak |
| ORCID | Toker-GĂĽltaĹź, Yonca: 0000-0002-0177-0301 |
| Affiliation | Özyeğin University; Çankaya University; Middle East Technical University; İzmir Bakırçay University; Ankara University |
| [email protected] | |
| Correspondence Address | Canan SĂĽmer, Ă–zyeÄźin University, Department of Psychology, Ä°stanbul, Turkey |
| Alternate Test Names | AIMSS AS Scale |
| Test Type | Original |
| Instrument Type | Rating Scale |
| Construct | Workplace Mistreatment |
| Purpose | Measures subordinates’ perceptions of the extent to which their supervisors display sustained hostile verbal and non-verbal behaviors, excluding physical contact. |
| Test Year | 2024 |
| Format | Items are preceded by the phrase “My immediate supervisor…” and rated on a 5-point frequency scale from “1 = Never” to “5 = Almost always.” |
| Number of Items | 26 (Full scale), 14 (Short form) |
| Reliability | Internal consistency: Cronbach’s alpha = .97 (full scale), .95 (short form). |
| Validity | Convergent validity confirmed through associations with a widely used counterpart and distinction from author-created measures. Criterion validity demonstrated by predicting burnout and organizational commitment. |
| Factor Analysis | A single factor explained 61.9% of the total variance (loadings: .65 to .86). Confirmatory Factor Analysis results: SB χ2 (299) = 869.118, p < .001; χ2/sd = 2.91, CFI = .892, TLI = .882, RMSEA = .060, 90% CI [.056, .065], p < .001, SRMR = .045. Factor loadings: .47 to .89. |
| Test Methodology | Construct Validity, Convergent Validity, Criterion Validity, Internal Consistency, Factor Analysis (PCA & CFA). |
| Age Group | Adulthood (18+ years) |
| Population Group | Human; Male; Female |
| Population Details | Location: Turkey; Respondents: Working Adults |
| Keywords | Abusive Supervision, Harassment, Workplace Mistreatment |
| Index Terms | Supervisor-Employee Interaction, Organizational and Occupational Measures, Workplace Harassment |
| Files | No file available for download. |
| Reference | Sümer, H. C., Göncü-Köse, A., Toker-Gültaş, Y., Acar, F. P., Karanfil, D., & Ok, A. B. (2024). Incivility, mobbing, and abusive supervision: A tripartite scale development study. Middle Western Psychological Research Journal, 158(6), 428–457. https://doi.org/10.1080/00223980.2024.2321881. |
AIMSS Abusive Supervision Scale
Items
| Item Number | Item Description |
| 1 | Allows subordinates to be victimized for his/her own interests .* |
| 2 | Crushes subordinates with workload .* |
| 3 | Lies to subordinates for his/her own personal benefit. |
| 4 | Looks for the shortcomings of subordinates .* |
| 5 | Does not treat subordinates fairly .* |
| 6 | Puts responsibility for his/her own mistakes on others .* |
| 7 | Acts ruthlessly when subordinates make mistakes. |
| 8 | Uses oppression to make subordinates work .* |
| 9 | Does not keep his/her promises to subordinates. |
| 10 | Cannot stand questioning of his/her authority .* |
| 11 | Interferes with subordinates’ right to take breaks and rest .* |
| 12 | Does not respect subordinates’ privacy .* |
| 13 | Assigns work under his/her responsibility to others .* |
| 14 | Hinders professional development or advancement of subordinates .* |
| 15 | Shouts at and scolds subordinates .* |
| 16 | Does not appreciate any work done. |
| 17 | Puts pressure on subordinates to act against work ethic (e.g., lying, spying). |
| 18 | Acts against the law in a way that victimizes employees. |
| 19 | Interferes with the personal lives of subordinates. |
| 20 | Makes subordinates’ ideas or work look as if his/her own .* |
| 21 | Forces subordinates to work in a way that jeopardizes their health and safety. |
| 22 | Prevents subordinates from accessing the resources they need for work. |
| 23 | Uses subordinates for his/her own errands .* |
| 24 | Expects subordinates to be available 24/7, even if the work does not require it. |
| 25 | Disturbs subordinates by calling them or sending messages even during non-working hours. |
| 26 | Interferes with subordinates’ preferences concerning their appearance (hair, clothing, etc.). |
Scoring Scale
| Response | Numerical Value |
| Never | 1 |
| Rarely | 2 |
| Sometimes | 3 |
| Often | 4 |
| Almost always | 5 |
Note. *= short form.
Cite this article
Mohammed looti (2026). Abusive Supervision Scale. PSYCHOLOGICAL SCALES. Retrieved from https://scales.arabpsychology.com/s/abusive-supervision-scale/
Mohammed looti. "Abusive Supervision Scale." PSYCHOLOGICAL SCALES, 4 Apr. 2026, https://scales.arabpsychology.com/s/abusive-supervision-scale/.
Mohammed looti. "Abusive Supervision Scale." PSYCHOLOGICAL SCALES, 2026. https://scales.arabpsychology.com/s/abusive-supervision-scale/.
Mohammed looti (2026) 'Abusive Supervision Scale', PSYCHOLOGICAL SCALES. Available at: https://scales.arabpsychology.com/s/abusive-supervision-scale/.
[1] Mohammed looti, "Abusive Supervision Scale," PSYCHOLOGICAL SCALES, vol. X, no. Y, ص Z-Z, April, 2026.
Mohammed looti. Abusive Supervision Scale. PSYCHOLOGICAL SCALES. 2026;vol(issue):pages.