Abusive Supervision and Career Adaptability: The Role of Self-Efficacy and Coworker Support

2021 ◽  
pp. 1-18
Author(s):  
Muhammad Imran Rasheed ◽  
Qingxiong Weng ◽  
Waheed Ali Umrani ◽  
Muhammad Farrukh Moin
Keyword(s):  
Self Efficacy ◽  
Abusive Supervision ◽  
Career Adaptability ◽  
Coworker Support

scholarly journals When Is the Negative Effect of Abusive Supervision on Task Performance Mitigated? An Empirical Study of Public Service Officers in Korea

2020 ◽  
Vol 17 (12) ◽  
pp. 4244
Author(s):  
Heetae Park ◽  
Wonseok Choi ◽  
Seung-Wan Kang
Keyword(s):  
Task Performance ◽  
Self Efficacy ◽  
Abusive Supervision ◽  
Dark Side ◽  
Future Research ◽  
Important Place ◽  
Coworker Support ◽  
South Korean ◽  
Negative Effect

Supervisory leadership has occupied an important place in management literature in identifying the supervisory behaviors that are associated with positive outcomes. However, researchers also have turned their attention to the dark side of supervisory behavior, such as abusive supervision. This study investigates the role of coworker support and self-efficacy in the relationship between abusive supervision and the subordinate’s task performance. Data are collected from 192 supervisor–subordinate pairs in the South Korean Army. As hypothesized, when subordinates receive higher levels of coworker support or have higher self-efficacy, abusive supervision is less negatively related to task performance. The implications of the study and directions for future research are discussed.

Abusive supervision and job outcomes: a moderated mediation study

2018 ◽  
Vol 6 (2) ◽  
pp. 137-152 ◽  
Author(s):  
Sajeet Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Emotional Exhaustion ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Intention To Quit ◽  
Conservation Of Resources ◽  
Coworker Support ◽  
Content Type ◽  
Indirect Relationship

Purpose Based on the conservation of resources theory, the purpose of this paper is to investigate the linkage between abusive supervision (a workplace stressor) and subordinate’s intention to quit by focusing on the mediating role of emotional exhaustion. The study also explores the conditional mediation model by testing the moderational role of perceived coworker support on the mediated abusive supervision-intention to quit relationship via emotional exhaustion. Design/methodology/approach To test the proposed hypotheses, the study draws data from 382 healthcare employees working in several hospitals and clinics in the eastern and north-eastern states of India. The authors collected data on the predictor and criterion variables at two time points with a separation of three to four weeks in a reversed order to counter priming effect. Findings The findings of the study reported that emotional exhaustion partially mediated the abusive supervision-intention to quit relationship. The result also supported the assertion that perceived coworker support will moderate the relationship between abusive supervision and subordinate’s intention to quit. The authors also found support to the moderated mediation hypothesis, that suggest perceived coworker support will reduce the mediating effect of abusive supervision-intention to quit relationship via emotional exhaustion. Originality/value This study is among few empirical investigations to investigate and report the interactional effect of perceived coworker support (a buffer) on the indirect relationship between abusive supervision and subordinate’s intention to quit via emotional exhaustion.

scholarly journals The Effects of Mentoring Functions on Career Adaptabilities and Career Self-Efficacy: the Role of Career Optimism

2017 ◽  
Vol 6 (2) ◽  
pp. 259
Author(s):  
Selahattin KANTEN ◽  
Pelin KANTEN ◽  
Funda ÜLKER
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Role Modeling ◽  
Equation Modeling ◽  
Survey Method ◽  
Career Adaptability ◽  
Mediating Role ◽  
Mentoring Functions ◽  
Career Optimism

This study aims to investigate the effects of mentoring functions on undergraduate student’s career adaptabilities and career self-efficacy levels and the mediating role of career optimism. It is suggested in the literature that some factors stimulate student’s career adaptability levels. Therefore, mentoring functions, career optimism and career self-efficacy are considered as predictors of career adaptabilities within the scope of the study. Accordingly, data which are collected by the survey method from 311 undergraduate students having an education on different field such as business administration, international trade and logistics, public management and labor economics are analyzed by using the structural equation modeling. The results of the study indicate that mentoring functions, which is labeled as role modeling, have significant effects on student’s career adaptability, career optimism and career self-efficacy levels. However, it has been observed that career optimism has a significant effect on career self-efficacy and career adaptabilities. On the other hand, it is seen that career optimism has a fully mediating role between the role modeling and career adaptabilities. In addition, career optimism has a fully mediating role between role modeling and career self-efficacy.

scholarly journals When Does Abusive Supervision Foster Ineffectual and Defensive Silence? Employee Self-Efficacy and Fear as Contingencies

2021 ◽  
Vol 14 (1) ◽  
pp. 231
Author(s):  
Alisher Tohirovich Dedahanov ◽  
Odiljon Sobirovich Abdurazzakov ◽  
Abdulkhamid Komil ugli Fayzullaev ◽  
Wei Sun
Keyword(s):  
Self Efficacy ◽  
Abusive Supervision ◽  
Manufacturing Companies ◽  
The Relationship ◽  
Moderating Role

This study investigates the relationships between abusive supervision and two forms of silence, ineffectual and defensive; the moderating role of self-efficacy in the association between abusive supervision and ineffectual silence and the contingency role of fear in the relationship between abusive supervision and defensive silence. We collected data from 685 employees in manufacturing companies. Of these, 271 were incomplete questionnaires and were excluded from the study; the remaining 414 responses were assessed in the analyses. The results indicate that abusive supervision fosters ineffectual and defensive silence. Moreover, the results suggest that even if supervisors are abusive, individuals with a higher level of self-efficacy tend to have a lower level of ineffectual silence. Furthermore, fear strengthens the link between abusive supervision and defensive silence. According to our knowledge, this work is the first to investigate the relationship between abusive supervision and ineffectual silence, the contingency role of self-efficacy in the link between abusive supervision and ineffectual silence and the moderating role of fear in the relationship between abusive supervision and defensive silence.

The role of traditionality in the relationships among parental support, career decision-making self-efficacy and career adaptability

2016 ◽  
Vol 94 ◽  
pp. 114-123 ◽  
Author(s):  
Pianpian Guan ◽  
Alessandra Capezio ◽  
Simon Lloyd D. Restubog ◽  
Shari Read ◽  
Jennifer Ann L. Lajom ◽  
...  
Keyword(s):  
Decision Making ◽  
Parental Support ◽  
Self Efficacy ◽  
Career Decision ◽  
Career Adaptability ◽  
Career Decision Making

The recursive relationship between abusive supervision and service performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Cass Shum
Keyword(s):  
Abusive Supervision ◽  
Service Performance ◽  
Conservation Of Resources ◽  
Coworker Support ◽  
Content Type ◽  
Zero Tolerance Policy ◽  
Hospitality Organizations ◽  
Moderating Role ◽  
Practical Implications

PurposeDrawing upon the conservation of resources theory, this study investigates the recursive relationship between abusive supervision and service performance and the moderating role of coworker support in this recursive relationship.Design/methodology/approachThis study tests the model using moderated cross-lagged analysis with a three-wave longitudinal data from 146 hospitality employees who were working and studying in hospitality.FindingsResults support the recursive relationship: abusive supervision impairs service performance and employees with low service performance provoke abusive supervision. Coworker support mitigates the lagged effect between abusive supervision and service performance and that between service performance and abusive supervision.Practical implicationsHospitality organizations should have a zero-tolerance policy toward abusive supervision. Employees who would like to avoid abuse should improve their service performance and seek coworker support.Originality/valueThis study uses a novel analytical approach to examine the recursive relationship between abusive supervision and service performance. It provides evidence on the bidirectional causal relationship and sheds light on how employees can avoid getting abused. This study is also one of the first studies that examine the moderating role of coworker support on the effect of service performance on abusive supervision.

scholarly journals Leaving in Mascot of Silence: Organizational Determinants of Employee Turnover Intentions in Mediating and Moderating Roles of Quiescent Silence and Coworker Support in a Russian Context

2021 ◽  
Vol 29 (2) ◽  
pp. 121-146
Author(s):  
Muhammad Kashif ◽  
◽  
Irina Petrovskaya ◽  
Sarminah Samad ◽  
Shanika Wijenayake ◽  
...  
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Abusive Supervision ◽  
Ethical Conflict ◽  
Coworker Support ◽  
Mediating Role ◽  
Organizational Stressors ◽  
Employee Turnover Intentions ◽  
The Relationship

Purpose: Drawing on social exchange theory (SET), this study explores the mediating role of quiescent silence as a link between organizational stressors and turnover intentions among Russian frontline employees (FLEs). Furthermore, we aim to investigate whether coworker support moderates the relationship between quiescent silence and turnover intentions. Research Methods: The study is a cross-sectional survey administered among a sample of 235 FLEs employed in Russian healthcare organizations. We analyzed the data with SmartPLS version 3.0. Findings: The results reveal that ethical conflict and abusive supervision are significantly related to quiescent silence. Quiescent silence mediates the relationship between abusive supervision, ethical conflict, and employee turnover intentions. Managerial Implications: There is a need to provide employees with opportunities to voice their opinions. However, what is crucial is the assurance of employee privacy while motivating them to voice opinions. Managers should be more proactive in diagnosing silence. Originality: This is the first study to explore the mediating role of quiescent silence on the relationship between organizational stressors and employee turnover intentions in a unique Russian healthcare context. The moderating role of coworker support to buffer the relationship between quiescent silence and turnover intentions is unique to this study.

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