The impact of abusive supervision and co-worker support on hospitality and tourism student employees’ turnover intentions in Ecuador

AbstractBased on the conservation of resource theory, this study investigated a moderated mediation model in which perceived co-worker support moderated the mediation of supervisory feedback avoidance between abusive supervision and help-seeking behaviour. Data from matching dyads of 220 house officers and 86 postgraduate medical staff were collected from several hospitals in Pakistan. Results of hierarchical multiple regression analyses supported the hypothesized model that abusive supervision first positively led to supervisory feedback avoidance, which in turn positively led to help-seeking from co-workers. Moreover, the mediating effect of supervisory feedback avoidance was stronger at the high value of co-worker support than that at the low value of co-worker support. This study contributes to the recently emerged notion in abusive supervision research that supervisees’ perception of abusive supervision may not always lead to abundantly reported negative work behaviours; instead, it may also lead to positive work behaviours, such as help-seeking behaviour that is highly beneficial for both supervisees and the organization.

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Relationship between big five personality model and abusive supervision

10.34091/ajss.12.2.05 ◽

2019 ◽

Vol 12 (2) ◽

Cited By ~ 1

Author(s):

Bibi Tahira ◽

Naveed Saif ◽

Muhammad Haroon ◽

Sadaqat Ali

Keyword(s):

Big Five ◽

Abusive Supervision ◽

State Universities ◽

Big Five Personality ◽

Big Five Model ◽

The Impact ◽

First Time ◽

Supervisor Behavior ◽

Moderating Role

The current study tries to understand the diverse nature of relationship between personality Big Five Model (PBFM) and student's perception of abusive supervision in higher education institutions of Khyber Pakhtoonkhwa Pakistan. Data was collected in dyads i.e. (supervisors were asked to rate their personality attributes while student were asked to rate the supervisor behavior) through adopted construct. For this purpose, data was collected from three government state universities and one Private Sector University. The focus was on MS/M.Phill and PhD student and their supervisors of the mentioned universities. After measuring normality and validity regression analysis was conducted to assess the impact of supervisor personality characteristics that leads to abusive supervision. Findings indicate interestingly that except agreeableness other four attributes of (PBFM) are play their role for abusive supervision. The results are novel in the nature as for the first time Neuroticism, openness to experience, extraversion and conscientiousness are held responsible for the abusive supervision. The study did not explore the demographic characteristics, and moderating role of organizational culture, justice and interpersonal deviances to understand the strength of relationship in more detail way. Keywords: Personality big five model, abusive supervision, HEIs

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Turnover intentions, training and motivations among Australian union staff

Economic and Industrial Democracy ◽

10.1177/0143831x211017216 ◽

2021 ◽

pp. 0143831X2110172

Author(s):

Nick Brander-Peetz ◽

David Peetz ◽

Paula Brough

Keyword(s):

Online Survey ◽

Turnover Intentions ◽

Voluntary Turnover ◽

Intention To Leave ◽

Theory And Practice ◽

Organisational Support ◽

Intrinsic Motivations ◽

Perceived Organisational Support ◽

The Impact ◽

Labour Market Mobility

Staff loss and demotivation can be costly for unions. In this article the authors investigate factors influencing expected voluntary turnover, that is Intention to Leave (ITL), of union employees by conducting an online survey of 160 staff in three Australian unions. Moderated multiple regression analyses revealed that perceived organisational support, shortcomings in training and unmet intrinsic needs predicted ITL, after controlling for burnout, labour market mobility and intrinsic motivations. Critically, the results suggest an interaction effect involving training in some circumstances. Training buffered the impact of low support on ITL, however the adverse effect on ITL of organisational failure to meet staff expectations regarding service to members remained, independent of training. Implications for theory and practice are discussed, including the separate significance of resources and purpose.

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Racial dissimilarity and diversity climate effect organizational identification

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-09-2015-0072 ◽

2016 ◽

Vol 35 (5/6) ◽

pp. 314-327 ◽

Cited By ~ 5

Author(s):

Brooklyn Cole ◽

Raymond J. Jones ◽

Lisa M. Russell

Keyword(s):

Organizational Identification ◽

Turnover Intentions ◽

Ordinary Least Squares ◽

Important Variable ◽

Hierarchical Regression ◽

Diversity Climate ◽

Climate Effect ◽

Content Type ◽

The Impact ◽

The Relationship

Purpose The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor. Design/methodology/approach Ordinary least squares hierarchical regression analysis was run for hypotheses testing. Findings Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported. Practical implications OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives. Originality/value This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.

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Exploring the impact of abusive supervision on employee' voice behavior in Chinese construction industry: a moderated mediation analysis

Engineering Construction & Architectural Management ◽

10.1108/ecam-10-2020-0829 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Naseer Abbas Khan ◽

Ali Nawaz Khan

Keyword(s):

Construction Industry ◽

Work Engagement ◽

Self Efficacy ◽

Abusive Supervision ◽

Mediating Effect ◽

Psychological Climate ◽

Employee Voice ◽

Voice Behavior ◽

Content Type ◽

The Impact

PurposeThe purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating role of ethics-related self-efficacy and work engagement and the moderating influence of psychological climate in explaining the association between abusive supervision and employee voice behavior.Design/methodology/approachThis study used data in pairs collected from 402 supervisors and employees of construction companies in Anhui, China. In this study, the authors used the time-lag approach to collect data in three-time waves from different respondents. A structural equation modeling (SEM) approach was applied to test the hypothesized model.FindingsThe results of this study indicate that there is a significant association between abusive supervision and employee voice. Moreover, the results indicated that work engagement mediated the association between abusive supervision and employees' voice. In contrast, self-efficacy did not mediate the link between abusive supervision and employee voice. Furthermore, results also show that the contingent effect of psychological climate significantly influences the mediating effect of work engagement.Originality/valueThis study also has implications for the construction industry, allowing managers to create a favorable working atmosphere in which employees can reinforce their voices at work.

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The Impact of Status Differentials and Facilitated Feedback on Observer Responses to Abusive Supervision

Inquiry@Queen's Undergraduate Research Conference Proceedings ◽

10.24908/iqurcp.11567 ◽

2018 ◽

Author(s):

Zoe Chan

Keyword(s):

Interpersonal Relationships ◽

Undergraduate Students ◽

Abusive Supervision ◽

Third Party ◽

Protective Mechanism ◽

Work Experiences ◽

Moral Exclusion ◽

Direct Target ◽

The Impact ◽

Status Differences

When do third parties, individuals who are not the direct target of an act of mistreatment, choose to intervene or abstain from addressing abusive supervision on behalf of a target? Despite progress on understanding the causes and outcomes of abusive supervision, little research examines third-party reactions, and even less devotes attention to contextual factors that shape observer reactions. Given that supervisor-subordinate interactions are situated within and influenced by the broader environment that shapes individuals’ interpersonal relationships and work experiences, this oversight is critical to understanding when observers of abusive supervision choose to intervene on behalf of victims. Drawing from Opotow’s (1995) moral exclusion theory, this study investigates the implications of perceived utility in relation to a victim’s performance and status relative to the supervisor. To narrow the gap between an observer’s intended actions and actual behaviour towards addressing perceived mistreatment, this study introduces the use of facilitated feedback as a protective mechanism against the perceived status differences and risks of retaliation that may deter from expressing supervisory concerns. Through conducting a scenario laboratory experiment among 240 undergraduate students, this study offers practical insights and research implications into the contextual mechanisms that either facilitate or hinder confrontational responses towards abusive supervisors.

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Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

International Journal of Learning and Development ◽

10.5296/ijld.v5i4.8734 ◽

2015 ◽

Vol 5 (4) ◽

Cited By ~ 2

Author(s):

Kashifa Yasmin ◽

Prof. Dr. Najib Ahmad Marzuki

Keyword(s):

Organizational Commitment ◽

Structural Equation ◽

Turnover Intentions ◽

Psychiatric Hospitals ◽

Developed Countries ◽

Intention To Quit ◽

Equation Modeling ◽

Cross Sectional ◽

The Government ◽

The Impact

Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse’s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse’s intention to quit. So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee’s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.

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The Impact of Work-Family Conflict on Turnover Intentions: The Moderating Role of Perceived Family Supportive Supervisor Behavior

Journal of Hotel & Business Management ◽

10.4172/2169-0286.1000178 ◽

2018 ◽

Vol 07 (01) ◽

Author(s):

Muhammad Asghar ◽

Nida Gull ◽

Mohsin Bashir ◽

Muhammad Akbar

Keyword(s):

Family Conflict ◽

Turnover Intentions ◽

Work Family Conflict ◽

Work Family ◽

The Impact ◽

Supervisor Behavior ◽

Moderating Role

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The Impact of Non-Standard Hours on Turnover Intentions: Evidence from Telecom Sector

SSRN Electronic Journal ◽

10.2139/ssrn.2899421 ◽

2017 ◽

Author(s):

Saqib Yousaf ◽

Muhammad Aamir

Keyword(s):

Turnover Intentions ◽

Telecom Sector ◽

The Impact

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A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v24i1.75-102 ◽

2011 ◽

Vol 24 (1) ◽

pp. 75-102

Author(s):

Junho Lee ◽

Jihwan Park

Keyword(s):

Job Satisfaction ◽

Turnover Intentions ◽

Mediating Effect ◽

Task Conflict ◽

Mediating Effects ◽

Intragroup Conflict ◽

Chinese Workers ◽

The Impact ◽

The Relationship ◽

And Task

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

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