Effect of abusive supervision on employee’s intention to quit and the neutralizing role of meaningful work in Indian IT organizations

2017 ◽  
Vol 25 (5) ◽  
pp. 825-838 ◽  
Author(s):  
Sajeet Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Organizational Context ◽  
Empirical Studies ◽  
Meaningful Work ◽  
Abusive Supervision ◽  
Moderating Effect ◽  
Self Report ◽  
Intention To Quit ◽  
Content Type ◽  
The Relationship

Purpose Several studies have investigated the harmful effects of abusive supervision on subordinates’ behaviour and performance, including their intention to quit. However, there is a conspicuous dearth of empirical studies testing the deleterious interpersonal relationship, especially in Indian organizations. The purpose of this study is to explore the moderating role of meaningful work as a neutralizer in mitigating the pernicious effect of abusive supervision on subordinates’ turnover intention. Design/methodology/approach Data were collected from software professionals working in several Indian IT companies through self-report questionnaires (n = 227), using a time-lagged design on two occasions (span between T1 and T2 was three to four weeks). Findings The result confirms that abusive supervision is strongly related to subordinates’ intention to quit. Also, the study finds meaningful work to have a significant moderating effect on the relationship between abusive supervision and intention to quit. Originality/value The number of empirical studies exploring the pernicious effect of abusive supervision in Indian organizational context is almost negligible. In addition, the current study is among the few studies that have investigated the moderating effect of meaningful work on the relationship between abusive supervision and intention to quit.

Role of gender on the relationship between abusive supervision and employee’s intention to quit in Indian electricity distribution companies

2018 ◽  
Vol 33 (4) ◽  
pp. 282-295 ◽  
Author(s):  
Sajeet Pradhan ◽  
Lalatendu Kesari Jena ◽  
Mamta Mohapatra
Keyword(s):  
Role Theory ◽  
Abusive Supervision ◽  
Self Report ◽  
Intention To Quit ◽  
Conservation Of Resources ◽  
Electricity Distribution ◽  
Content Type ◽  
Distribution Company ◽  
The Relationship

PurposeThe purpose of this paper is twofold; first, to examine the relationship between employee’s perception of abusive supervision and their intention to quit the organization and, second, to investigate the moderating role of gender differences on this relationship.Design/methodology/approachData were collected from 227 employees working in an Indian electricity distribution company through self-report questionnaires using a time-lagged design on two occasions (span between T1 and T2 was 3 to 4 weeks).FindingsThe finding of the study confirms that abusive supervision is strongly related to subordinates’ intention to quit. The study also reveals that women employees intend to quit organization more often than their men counterpart, when they perceive their supervisors to be abusive.Originality/valueThe research provides insight into how an interpersonal stressor like abusive supervision depletes an employee’s critical resources (conservation of resources theory) and thereby amplifies the employee’s intention to quit. The study is among the first to also reveal different coping strategies (to quit or not to quit) used by male and female employee (in line with “Role theory”) when faced with an interpersonal stressor like abusive supervision.

Getting even

2019 ◽  
Vol 8 (3) ◽  
pp. 332-347
Author(s):  
Sajeet Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Abusive Supervision ◽  
Moderating Effect ◽  
Workplace Deviance ◽  
Intention To Quit ◽  
Organizational Deviance ◽  
Content Type ◽  
Deviant Behaviors ◽  
Interpersonal Deviance ◽  
The Relationship ◽  
Research Studies

Purpose Unlike most empirical investigations that have tested the relationship between abusive supervision and subordinate’s workplace deviance in a large and formal organizational setup, this study investigates the effect of abusive behavior of owner-manager of small entrepreneurial establishments on subordinate’s workplace deviance. The purpose of this paper is twofold: first, it explores the moderating effect of intention to quit on the relationship between abusive supervision and organizational as well as interpersonal deviance; and second, it investigates whether the moderating effect between abusive supervision and intention to quit will be stronger for organizational deviance (supervisor directed) than for interpersonal deviance (others directed). Design/methodology/approach The participants of this study were 240 restaurant and hotel employees working in three small entrepreneurial organizations in the eastern state of India. The authors have collected data on the predictor and criterion variables at two time points with a separation of three to four weeks for reducing common method bias (Podsakoff et al., 2012). At Time 1, participants completed measures of the perception of their owner-manager’s abusiveness and their intention to quit. At Time 2, participants responded to organizational deviance and interpersonal deviance. Findings The findings of the study is in line with previous research studies (Tepper et al., 2007; Thau et al., 2009) that reported intention to quit will moderate the positive relationship between abusive supervision and organizational deviance and interpersonal deviance such that the relationship will be stronger when intention to quit is high rather than low. The finding of the study also corroborates the prediction that the interactive effect between abusive supervision and intention to quit will be stronger for organizational deviance (supervisor directed) than for interpersonal deviance (aimed at other members of the organization) when intention to quit is higher. Originality/value This study is among the very few empirical research studies that have investigated the effect of abusiveness of owner-manager on subordinate’s workplace deviance in small organizations. Another unique aspect of the study is that it is one of few to propose and test, how (whether organizational deviance or/and interpersonal deviance) and to what extent (more organizational or supervisor directed than interpersonal or others directed deviance) subordinates of abusive supervisor retaliate by engaging in workplace deviant behaviors.

scholarly journals When leaders forgive: encouraging radical innovation in more altruistic organizations

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Francisco Fermín Mallén-Broch ◽  
Emilio Domínguez-Escrig
Keyword(s):  
Business Performance ◽  
Design Methodology ◽  
Organizational Context ◽  
Explanatory Variable ◽  
Empirical Studies ◽  
Radical Innovation ◽  
Structural Equations ◽  
Content Type ◽  
The Relationship

PurposeThere is general agreement on the importance of innovation to improve business performance and competitiveness. In recent years, many studies have sought to unravel what conditions are conducive to innovation. Following this trend, the present study seeks to broaden the understanding of the antecedents of radical innovation. To this end, and drawing on positive organizational psychology, the study focuses on the role of leaders and the importance of improving working conditions within companies, favoring innovation in more respectful and prosocial organizations.Design/methodology/approachThe study provides, through structural equations, empirical evidence of the relationship between leader's forgiveness and radical innovation, using altruism as an explanatory variable. The study was conducted in a population of 11,594 Spanish companies. A sample frame of 554 questionnaires from 277 different firms was obtained.FindingsResults confirm the hypotheses proposed in the model. Forgiveness, analyzed as a leader behavior, promotes altruism within companies and, in turn, radical innovation.Originality/valueThis is one of the few empirical studies that analyzes the consequences of leader's forgiveness in the organizational context.

Can transcendence be attained through mindfulness? The mediating role of meaningful work

2020 ◽  
Vol 7 (3) ◽  
pp. 257-273
Author(s):  
Nishant Singh ◽  
Umesh Bamel
Keyword(s):  
Organizational Behavior ◽  
Positive Emotions ◽  
Empirical Studies ◽  
Meaningful Work ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Content Type ◽  
Indian Context ◽  
The Relationship

PurposeThe purpose of this paper is to study the motivational mechanism of meaningful work (MFW) between the relationship of mindfulness and transcendence in an Indian context.Design/methodology/approachTo achieve the research objective, a cross-sectional study was conducted. We have collected data from 311 participants (employees of large Indian manufacturing organizations, both public and private) using a self-administered survey questionnaire. Collected data was examined using path analysis.FindingsResults suggest that MFW partially mediates the relationship between mindfulness and transcendence. Overall, this study highlights the role of mindfulness in making employees more passionate, joyful, and energetic at the workplace to achieve transcendence.Practical implicationsThis study suggests ways through which positive emotions and a sense of meaningfulness can be enhanced. It also provides valuable implications for managers by suggesting various practices for enhancing an employee's transcendence.Originality/valueThe study contributes to the positive organizational behavior field by providing some novel insights with a focus on mindfulness, MFW and transcendence. It also fills the void in the area of transcendence empirical studies related to the Indian context.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

How does renqing influence purchase intentions in the Chinese business-to-business context?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xun Zhang ◽  
Biao Xu ◽  
Jun Wu
Keyword(s):  
Positive Relationship ◽  
Purchase Intentions ◽  
Moderating Effect ◽  
Content Type ◽  
Mediating Role ◽  
Chinese Business ◽  
The Relationship ◽  
Business To Business ◽  
Positive Effect

Purpose This study aims to examine the relationship between renqing and purchase intentions and the mechanism of its impact in the Chinese business-to-business (B2B) context. Design/methodology/approach Renqing in China has played an important role in business relationships and has been receiving increased attention in both practice and theory. However, little is known about whether it can influence purchase intentions in a rational B2B condition. This research aims to examine the relationship between renqing and purchase intentions and the mechanism of its impact in the Chinese B2B context. Based on a survey of 1,010 industry buyers from 468 Chinese downstream buyer companies, the empirical findings indicate a positive relationship between renqing and purchase intentions and the mediating role of long-term orientation (LTO) for increasing purchase intentions. In addition, this study also finds that product involvement (PI) has a negative moderating effect on the relationship between renqing and purchase intentions, which means that renqing has a big positive effect on purchase intentions in low PI conditions. The results highlight several implications for B2B companies that sell products to Chinese enterprises. Findings The empirical findings indicate a positive relationship between renqing and purchase intentions and the mediating role of LTO for increasing purchase intentions. In addition, this study also finds that PI has a negative moderating effect on the relationship between renqing and purchase intentions, which means that renqing has a big positive effect on purchase intentions in low PI conditions. Originality/value First of all, by answering the research question, this study shows that renqing has a positive effect on purchase intentions in Chinese B2B context. Second, this study elucidates the influence mechanism of renqing on purchase intention and identifies the mediating effect of LTO and the moderating effect of PI.

The role of rash-impulsivity, emotional dysregulation and reward drive in comorbid disordered eating and substance use disorders

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Natalie Merinuk ◽  
Stephanie C. Varcoe ◽  
Peter J. Kelly ◽  
Laura D. Robinson
Keyword(s):  
Substance Use ◽  
Disordered Eating ◽  
Psychological Factors ◽  
Emotional Dysregulation ◽  
Self Report ◽  
Eating Behaviours ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose Substance use disorder (SUD) frequently co-occurs with other psychological conditions, such as eating disorders (EDs). Psychological factors such as emotional dysregulation, rash impulsivity (RI) and reward sensitivity (RS) play a role in the etiology of each disorder, yet little is known about the combined effects of these on comorbid SUDs and EDs or disordered eating behaviours (DEBs). This study aims to examine the role of these psychological factors in comorbid DEBs and SUDs among individuals in treatment for SUDs. The role of gender is tested as a moderator. Design/methodology/approach A cross-sectional self-report survey was completed by 131 participants attending Australian residential substance use treatment centres. A binomial logistic regression analysis was performed to examine the effects of emotional dysregulation, RI and RS on comorbid DEB and SUD. Further, moderation analyses were used to examine the moderating effect for gender on the relationship between these three personality variables and comorbidity. Findings The most commonly reported primary substance of use was alcohol (43.5%), followed by amphetamines (38.6%). Findings showed that emotional dysregulation and RI were significantly related to an increase in comorbidity likelihood; however, RS was not. Gender moderated the relationship between comorbidity and RI only. Originality/value The significant positive relationship found between RI and comorbidity for females only was a novel finding for the current study. Further research is needed to develop an understanding of the etiology of comorbidity.

When does motivation to learn reduce innovative behavior? An examination of mediated-moderation model

2018 ◽  
Vol 13 (4) ◽  
pp. 564-581 ◽  
Author(s):  
Ming-Chuan Yu ◽  
Xiao-Tao Zheng ◽  
Greg G. Wang ◽  
Yi Dai ◽  
Bingwen Yan
Keyword(s):  
Organizational Context ◽  
Interactive Effect ◽  
Moderating Effect ◽  
Motivation To Learn ◽  
Innovative Behavior ◽  
Content Type ◽  
Knowledge And Skills ◽  
Transfer Climate ◽  
Motivation To Transfer ◽  
The Relationship

Purpose The purpose of this paper is to test and explain the context where motivation to learn (MTL) reduces innovative behavior in the organizational context. Design/methodology/approach The authors used questionnaire survey to collect data in a field study. In order to test the moderating effect of transfer climate, MTL on the relationship between MTL and innovative behavior, a sample of 606 employees was analyzed to examine the theoretical expectation by using multiple regression and bootstrapping. Findings The authors found employees motivated to learn showed less innovative behavior when perceived transfer climate is less favorable. The authors further revealed that motivation to transfer mediates the moderating effect of transfer climate for the relationship between MTL and innovative behavior. Research limitations/implications One suggestion for further research is to investigate the relationship among the four constructs by using multi-source, multi-wave and multi-level method. Practical implications This study provides several useful guidance of how organization and manager avoid the negative effects of MTL through encouraging employees to learn new knowledge and skills, and providing employee opportunities to use their acquired knowledge and skills. Originality/value The authors contribute to the motivational literature by taking a step further to understand the effect of MTL. The authors propose and confirm that employee MTL can lead to negative outcomes when individuals perceived transfer climate is low. The results offer new insight beyond previous findings on positive or non-significant relationship between MTL and innovative behavior. The results further show that this interactive effect is induced by motivation to transfer. Particularly, low transfer climate reduces individuals’ motivation to transfer, and individuals with high MTL have low innovative behavior when they are less motivated to transfer.

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.

The influence of leader empowerment behaviour on employee creativity

2020 ◽  
Vol 58 (12) ◽  
pp. 2681-2703 ◽  
Author(s):  
Xuemei Liu ◽  
Zhiwei Zhu ◽  
Zheng Liu ◽  
Chunyan Fu
Keyword(s):  
Cognitive Flexibility ◽  
Construal Level Theory ◽  
Moderating Effect ◽  
Theory And Practice ◽  
Construal Level ◽  
Employee Creativity ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThis study, based on construal level theory, aims to examine the influential mechanism of leader empowerment behaviour on employee creativity. Specifically, it examines the mediating role of cognitive flexibility between leader empowerment behaviour and employee creativity, along with the moderating effect of consideration of future consequences (CFC) on this linkage.Design/methodology/approachA two time-point survey study (n = 214) was conducted to collect information from leaders and employees in terms of mutual evaluation in several Chinese industries. To effectively avoid common source bias, this survey was conducted through pairing leaders and employees. During the survey, the supervisors and subordinates were double-blinded. Correlation analysis and hierarchical regression analysis were used to test the research hypotheses.FindingsFirstly, leader empowerment behaviour can significantly predict employee creativity. Second, cognitive flexibility plays a partial mediating role in the linkage between leader empowerment behaviour and employee creativity. Thirdly, CFC moderates the relationship between leadership empowerment behaviour and cognitive flexibility. The mediating role of cognitive flexibility underlies the overall moderating effect of CFC on the relationship between leader empowerment behaviour and employee creativity.Research limitations/implicationsWe used construal level theory to explain the influence of the mechanism of leader empowerment behaviour on employee creativity. In this manner, this study bridges the gap between theory and practice, as well as enriching the research on leader empowerment behaviour and employee creativity, especially in the Chinese context. Moreover, our study has several practical managerial implications, based on the importance of employee creativity. It inspires the implementation of leader empowerment behaviour, cultivation of employee creativity and introduction of several procedures.Originality/valueThis paper discusses the influential mechanism of leader empowerment behaviour on employee creativity from a new perspective and explains the process of encouraging employee creativity through information-processing methods. It mainly highlights the application of construal level theory to discuss employee creativity and develops a new research frame for employee creativity. Leaders can raise employee creativity through leader empowerment behaviour.

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