The moderating effect of team psychological empowerment on the relationship between abusive supervision and engagement

2019 ◽  
Vol 40 (1) ◽  
pp. 31-44 ◽  
Author(s):  
Melrona Kirrane ◽  
Steven Kilroy ◽  
Clíodhna O’Connor
Keyword(s):  
Employee Engagement ◽  
Psychological Empowerment ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Cross Sectional Study ◽  
Self Report ◽  
Team Dynamics ◽  
Cross Sectional ◽  
Content Type ◽  
Multiple Routes

PurposeManagers exert considerable effort to foster employee engagement given its positive organisational consequences. However abusive supervision, not uncommon in the organisational context, is said to damage hard-won gains in this arena. The purpose of this paper is to explore how the deleterious effects of abusive supervision on engagement can be attenuated. Specifically, the paper examines the moderating role of team psychological empowerment (TPE) in the negative relationship between abusive supervision and engagement.Design/methodology/approachThe paper employs survey data from a diverse sample of 191 employees.FindingsAbusive supervision is negatively associated with employee engagement. TPE moderates the negative relationship between abusive supervision and engagement (vigour and dedication components).Research limitations/implicationsThe use of self-report measures in this cross-sectional study limits the generalisability of the findings and inferences of causality. Future studies should replicate this investigation among intact teams.Practical implicationsInterventions designed to build team effective team dynamics are accessible and fruitful approaches managers can use to counteract the destructive effects of abusive supervision.Originality/valueManagers need to have multiple routes to address the challenges raised by prevalent abusive supervision. The study highlights that working to enhance team dynamics is a cogent strategy to deal with this destructive feature of many organisational contexts.

Moderating role of employee engagement on conflict–politics relationship

2019 ◽  
Vol 26 (6) ◽  
pp. 1781-1798 ◽  
Author(s):  
Poonam Mishra ◽  
Amitabh Deo Kodwani
Keyword(s):  
Employee Engagement ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Self Report ◽  
Relationship Conflict ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role ◽  
Openness To Diversity

Purpose The purpose of this paper is to explore the relationship between relationship conflict and the perception of organization politics (POP) and the moderating role of employee engagement. The study hypothesizes that the conflict results in the presence of POP only for those employees who are relatively less engaged with the organization. The paper further explores the mediating role of perceived politics between the relationship conflict and job-related outcome variables including openness to diversity, turnover intent and perception of justice. In sum, the authors contend that employee engagement will act as a moderator between relationship conflict and POP, and POP further will act as a mediator between relationship conflict and its job-related outcomes. Design/methodology/approach A descriptive study was carried on to conduct this research. Data were collected at two different points of time from the employees of two public sector undertakings (n=206). About 80 questionnaires were not returned by the respondents, reducing the sample size to be 126. Of these, 115 were usable, resulting in a 55.83 percent response rate. SEM was employed to test the hypotheses with the help of Smart PLS 3.0. A two-step process was followed to test the hypothesized model. Testing the significance of proposed relationships in the structural model was followed by the evaluation of the measurement model. Findings The results of the study highlighted a positive association between the relationship conflict and POP. A moderating effect of employee engagement on relationship conflict and perceived organizational politics (POP) was observed. Further, POP was found to have a positive relationship with the intention to leave and a negative relationship with openness to diversity and perception of justice was observed. POP mediated the relationship between relationship conflict with the intention to leave and the perception of justice. Research limitations/implications The very first limitation of the present study is its cross-sectional design. Since the data were gathered from the same respondents, the causal relationships between variables are subject to biases (Bobko and Stone-Romero, 1998). Further, the data were gathered with the help of self-report questionnaires, and the findings of this study might have been influenced by the social desirability response bias (Podsakoff et al., 2003). Hence, future work should focus on using a combination of sources for data collection. This study also proposes a possible role of emotional intelligence in employee engagement and their POP, which can be tested in future studies. Practical implications The study suggests that relationship conflict leads to POP, which eventually results in adverse job-related outcomes. In order to control the negative effects of politics perception, organizations should undertake conflict prevention and conflict management techniques. To further reduce the level of POP, organizations shall take steps to better engage their employees because even when the level of relationship conflict is high, people perceive less politics if they are highly engaged with the organization. Originality/value The study is an original work carried out to understand the relationship between relationship conflict and the POP, and the moderating role of employee engagement.

Impact of service failure severity and agreeableness on consumer switchover intention

2016 ◽  
Vol 28 (3) ◽  
pp. 420-434 ◽  
Author(s):  
Zeeshan Riaz ◽  
Muhammad Ishfaq Khan
Keyword(s):  
Negative Impact ◽  
Positive Impact ◽  
Service Failure ◽  
Asian Country ◽  
Cross Sectional Study ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Failure Severity

Purpose – The purpose of this paper is to examine the asymmetric impact of service failure severity and agreeableness on consumer switchover intention with the mediating role of consumer forgiveness in the aftermath of service failure. Design/methodology/approach – In total, 364 university students were given a hypothetical service failure situation and their response was collected through a standardized questionnaire. Multiple regression and Preacher and Hayes (2004) mediation analysis tests were conducted to analyze data. Findings – The findings reveal that service failure severity has a direct positive impact on switchover intention and it also has an indirect impact on switchover intention through consumer forgiveness which it tends to weaken. On the other side, agreeableness has a direct negative impact on switchover intention, and it inhibits switchover intention indirectly too by stimulating forgiveness. Research limitations/implications – A cross-sectional study involving convenience sampling has been conducted through self-report measures. Generalization of the research findings shall therefore be done with caution. Practical implications – Severity of failure hampers forgiveness and therefore service managers should check factors that may challenge the tolerance level of consumers. While gauging satisfaction in post failure scenario, it is equally important to gauge consumer forgiveness. Originality/value – This study is among the initial endeavors to explore forgiveness in service failures context. Also it is the first validation of a direct positive relationship between agreeableness and forgiveness in a South Asian country.

Stigma and COVID-19 in Iran: a rapid assessment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Azad Shokri ◽  
Ghobad Moradi ◽  
Amjad Mohamadi Bolbanabad ◽  
Mitra Satary ◽  
Mahin Shabrandi ◽  
...  
Keyword(s):  
Design Methodology ◽  
Rapid Assessment ◽  
Cross Sectional Study ◽  
Self Report ◽  
Data Collection Tool ◽  
Perceived Stigma ◽  
Cross Sectional ◽  
Content Type ◽  
Stigma Score ◽  
The Mean

Purpose The purpose of the study is to investigate the perceived stigma among residents of Sanandaj, west of Iran, following COVID-19 pandemic. Design/methodology/approach This is a cross-sectional study conducted from March to April 2020. The sample consisted of 1,000 participants who live in Sanandaj. The data collection tool was a self-report electronic questionnaire. ANOVA and T-test were used to analyze the data. Findings The mean perceived stigma for COVID-19 was 5.50±2.24 (IQR: 3.75–6.87) out of 10-point scale. The highest point was seen for perceived external stigma (6.73±2.49, IQR: 5–8.75) followed by disclosure stigma (4.95±3.92, IQR: 0–10). Interestingly, self-employers were more concerned about disclosing their illness than those with governmental jobs (25±3.93 vs. 4.31±4.14, P<0.05), and also had an overall higher stigma score; 5.72±2.23 vs. 5.19±2.37, P<0.05). Originality/value COVID-19 stigma is high among Iranians and more common among men, youngsters and self-employers.

scholarly journals Association of work performance with absenteeism and presenteeism among support workers in a medical school hospital, Thailand

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jirachat Tangchareonsamut ◽  
Chathaya Wongrathanandha ◽  
Siriluk Khamsee ◽  
Wichai Aekplakorn
Keyword(s):  
Medical School ◽  
Sickness Absence ◽  
Work Performance ◽  
Cross Sectional Study ◽  
Self Report ◽  
World Health ◽  
Related Factors ◽  
Cross Sectional ◽  
Content Type ◽  
The Past

PurposeThe aim of the study is to determine the prevalence of absenteeism and presenteeism and explore their association with work performance among support workers in a medical school hospital in Thailand.Design/methodology/approachA cross-sectional study was conducted among 1,102 support workers in the Faculty of Medicine Ramathibodi Hospital, Mahidol University, in June–August 2020. The World Health Organization Health and Work Performance Questionnaire (HPQ) was used to assess absenteeism, presenteeism, work performance and related factors. Multiple logistic regression was used to examine the association between current work performance and absenteeism and presenteeism in the past year.FindingsA total of 505 (45.8%) support workers completed the self-report questionnaire. Prevalence of sickness absence, non-sickness absence and presenteeism in the past year was 54.2%, 81.4% and 48.1%, respectively. Sickness absence and presenteeism in the past year were significantly associated with increased odds of poor work performance: (OR 3.05, 95% CI: 1.24–7.49) and (OR 5.12, 95% CI: 2.25–11.64), respectively. Support workers with high levels of stress and burnout were 3.89 (95% CI: 1.56–9.68) and 2.66 (95% CI: 1.50–4.72) times more likely to report poor work performance.Originality/valueSickness absence and presenteeism are associated with poor work performance in hospital support workers. Other factors such as stress and burnout also contribute to poor work performance, and interaction among these factors needs further research. To improve productivity, hospital administrators might consider intervention programs to enhance work performance among workers with sickness absence and presenteeism.

Abusive supervision, public service motivation, and employee deviance

2016 ◽  
Vol 4 (3) ◽  
pp. 214-231 ◽  
Author(s):  
Rick Vogel ◽  
Fabian Homberg ◽  
Alena Gericke
Keyword(s):  
Public Service ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Public Service Motivation ◽  
Cross Sectional ◽  
Data Set ◽  
Content Type ◽  
Non Profit ◽  
The Public ◽  
Employee Deviance

Purpose The purpose of this paper is to examine abusive supervision and public service motivation (PSM) as antecedents of deviant workplace behaviours. Design/methodology/approach The study was conducted in a cross-sectional research design with survey data from 150 employees in the public, private, and non-profit sector in Germany and the USA. Findings Abusive supervision is positively associated with employee deviance, whereas PSM is negatively related to deviant behaviours. The employment sector moderates the negative relationship between PSM and employee deviance such that this relationship is stronger in the public and non-profit sector. Research limitations/implications Limitations arise from the convenience sampling approach and the cross-sectional nature of the data set. Practical implications Human resource managers should consider behavioural integrity in the attraction, selection, and training of both supervisors and subordinates. Private organisations can address the needs of strongly public service motivated employees by integrating associated goals and values into organisational missions and policies. Originality/value This is the first study to introduce PSM into research on employee deviance. It shows that a pro-social motivation can drive anti-social behaviours when employees with high levels of PSM are members of profit-seeking organisations.

Influence of empowerment, psychological contract and employee engagement on voluntary turnover intentions

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sandhya S ◽  
Sulphey M M
Keyword(s):  
Employee Engagement ◽  
Psychological Contract ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychological Empowerment ◽  
Voluntary Turnover ◽  
Partial Least Square ◽  
Least Square ◽  
Cross Sectional ◽  
Content Type

PurposeThe purpose of the study is to explore the influence of psychological empowerment, psychological contract and employee engagement on voluntary turnover intentions of employees in theinformation technology (IT) industry.Design/methodology/approachThe study used a cross-sectional, quantitative research design. The analysis for the study is based on a sample of 392 Indian IT professionals. Partial least square–structural equation modelling (PLS-SEM) was used to analyse the data.FindingsThis study has identified a significant relationship between turnover intentions, employee engagement, psychological contract and psychological empowerment. The findings of the study are that there exists significant positive influence of psychological contract and psychological empowerment on employee engagement. Employee engagement, in turn, has the capability to influence intention to leave the organization.Originality/valueThere is heightened awareness among industry leaders about the need to retain top performers. However, organizations are found to repeatedly fail in this regard. The study has succeeded in empirically establishing the complex relationship between empowerment, psychological contract, employee engagement and turnover intentions. The findings of the study are significant and have practical implications. It can be put to use by progressive managements in devising strategies to reduce turnover intentions.

The relationship between transformational leadership and work attitudes

2017 ◽  
Vol 38 (5) ◽  
pp. 646-661 ◽  
Author(s):  
Vincent Cassar ◽  
Frank Bezzina ◽  
Sandra C. Buttigieg
Keyword(s):  
Transformational Leadership ◽  
Social Identity ◽  
Psychological Contract ◽  
Explanatory Power ◽  
Work Attitudes ◽  
Cross Sectional Study ◽  
Self Report ◽  
Cross Sectional ◽  
Relative Significance ◽  
Content Type

Purpose The purpose of this paper is to explore the role of social identity and the psychological contract as plausible frameworks of transformational leadership (TL)-attitudes relationship. Design/methodology/approach A cross-sectional study was conducted amongst 134 employees. All variables were measured using self-report measures and multiple mediator analysis was used to test the hypotheses. Findings Both social identity and psychological contract acted as significant mediators between leadership and attitudinal outcomes. However, social identity emerged as the stronger mediator. Research limitations/implications This study provides evidence on the relative significance of social identity over the psychological contract in explaining TL-attitudes relationship at work. Further longitudinal work is warranted. Practical implications The results suggest providing internal work environments and practices which enable employees to experience a high degree of fairness and, above all, a sense of identity with the organization can link better their perceptions of their leaders with work attitudes. Originality/value This study contributes to the literature by highlighting the importance of TL not only on work attitudes but also on the value of important mediators like social identity and the psychological contract as feeding into this relationship. It therefore promotes and raises awareness of the need to explore the explanatory power of these two mediators in understanding the effects of leadership on followers.

Women’s glass ceiling beliefs predict work engagement and burnout

2017 ◽  
Vol 36 (9) ◽  
pp. 1125-1136 ◽  
Author(s):  
Senthil Arasu Balasubramanian ◽  
Remya Lathabhavan
Keyword(s):  
Glass Ceiling ◽  
Work Engagement ◽  
Structural Equation ◽  
Negative Relationship ◽  
Cross Sectional Study ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Female Employees ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between glass ceiling beliefs, work engagement, and burnout. Design/methodology/approach A research model was developed based on the constructs from the Career Path Survey (CPS) and a literature review of research related to work engagement and burnout. Data from a cross-sectional study of 467 female employees from banks in India were collated and empirically tested, using structural equation modeling. Findings Denial and resilience were positively related to work engagement and negatively to burnout. Resignation and acceptance had a positive relationship with burnout and a negative relationship with work engagement. Research limitations/implications Further longitudinal studies focusing on different occupational sectors and career aspects can be considered for a more accurate and generalized insight into this concept. Practical implications Glass ceiling survey can be considered as an input for human resource functions for effectiveness of the organization. Originality/value This paper is the first to analyze the connection between the beliefs that women have about the glass ceiling and burnout and its components.

The mediating role of LMX between abusive supervision and work behaviors

2014 ◽  
Vol 29 (1) ◽  
pp. 61-75 ◽  
Author(s):  
Stijn Decoster ◽  
Jeroen Camps ◽  
Jeroen Stouten
Keyword(s):  
Negative Relationship ◽  
Abusive Supervision ◽  
Two Dimensions ◽  
Skewed Distribution ◽  
Work Behaviors ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Member Exchange

Purpose – In a replication of a multi-source study by Xu et al., the authors examined whether leader-member exchange (LMX) mediates the relationship between abusive supervision and employee work behaviors, more specifically task performance, organizational citizenship behaviors toward the organization (OCBO), and toward other individuals (OCBI). Moreover, the authors also examined whether LMX mediates this relationship when the authors focus on the two dimensions of abusive supervision, that is active-aggressive and passive-aggressive abusive supervision. Design/methodology/approach – The authors collected multi-source data in order to minimize common method bias. The authors conducted regression analyses, Sobel tests, and bootstrapping techniques. Findings – The authors found support that LMX mediates the negative relationship between abusive supervision and OCBO and OCBI. However, the authors could not replicate the mediating role of LMX in the association between abusive supervision and employees' performance. Similar results were obtained when the data were analyzed with the active-aggressive and passive-aggressive abusive supervision subscales. Research limitations/implications – Due to the cross-sectional nature of the study, this study does not allow the authors to draw causal conclusions regarding the proposed relationships. Originality/value – The authors replicated Xu et al.'s findings in a European context with a different sample and different measures for LMX, performance, and OCBI. The authors conducted bootstrapping analyses in order to control for the skewed distribution of abusive supervision. The authors explore whether the proposed relations still stand with regard to active-aggressive and passive-aggressive abusive supervision.

Perceptions of supervisor competence, perceived employee mobility, and abusive supervision

2019 ◽  
Vol 48 (3) ◽  
pp. 691-706 ◽  
Author(s):  
Patricia Meglich ◽  
Sean Valentine ◽  
Dale Eesley
Keyword(s):  
Performance Feedback ◽  
Occupational Mobility ◽  
Abusive Supervision ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Effective Work ◽  
Employee Mobility ◽  
Intentions To Quit ◽  
The Impact

Purpose In response to the call for deeper investigation of abusive supervision (Martinko et al., 2013), the purpose of this paper is to examine perceived supervisor competence and perceived employee mobility (an individual’s perception of his/her ability to obtain new employment) to better understand contextual and individual factors that potentially influence the degree of harmful supervisory behaviors experienced by employees. Design/methodology/approach Responses from 749 survey participants were analyzed to determine the impact of perceived supervisor competence and perceived employee mobility on perceptions of abusive supervisory conduct. A bootstrapping-based mediation analysis (Hayes, 2012) was used to test for mediation by the variables of interest. Findings The authors found that perceived supervisor competence is associated with weakened perceptions of abusive supervision, and that this relationship is partially mediated by respondents’ perceived occupational mobility. Research limitations/implications The data are cross-sectional and were collected with a self-report questionnaire and compiled utilizing student-enumerators. The sample was also regional in scope and lacked information that would indicate if respondents were also supervisors. Practical implications These results imply that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater individual employee perceived mobility. Human resource (HR) professionals can implement practices to decrease the likelihood of abusive supervisory conduct by ensuring that supervisors are competent in their jobs, facilitating a coaching/mentoring process between supervisors and subordinates and establishing/maintaining an effective developmental performance feedback process for supervisors. Social implications Since perceived supervisor competence is one element of reducing abusive conduct, while also enhancing subordinate perceived mobility, selection and training efforts should focus on hiring and preparing individuals to be effective work supervisors. Enhancing worker capabilities and marketability may result in greater perceived occupational mobility and reduced perceptions of abuse by supervisors. Originality/value These results lend support to the argument that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater perceived mobility among employees. Organizations may benefit through lowered employee turnover, employees may enjoy more harmonious, supportive relationships with their supervisors and HR staff may benefit by having competent supervisors who do not generate employee complaints and intentions to quit.

Sign in / Sign up

Export Citation Format

Share Document