The role of affective commitment and future work self salience in the abusive supervision-job performance relationship

Abstract Considering the mixed results of the relationship between job insecurity and job performance, this study investigated the interaction effect of job insecurity and job embeddedness on job performance and examined the mediating role of affective commitment from the perspectives of conservation of resources theory and social exchange theory. A survey of 725 contract employees from two Chinese private manufacturing companies revealed that when employees had high levels of job embeddedness, job insecurity was significantly and positively related to job performance. In contrast, job insecurity was significantly and negatively related to job performance when there were low levels of job embeddedness. Furthermore, the results indicated that affective commitment mediated the interaction effect. The above conclusions not only illustrate the important role of job embeddedness in the relationship between job insecurity and job performance but also provide beneficial ideas and information to organisations and employees for managing job insecurity.

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The role of abusive supervision and organizational commitment on employees' information security policy noncompliance intention

Internet Research ◽

10.1108/intr-06-2019-0260 ◽

2020 ◽

Vol 30 (5) ◽

pp. 1383-1405

Author(s):

Bowen Guan ◽

Carol Hsu

Keyword(s):

Organizational Commitment ◽

Security Policy ◽

Affective Commitment ◽

Abusive Supervision ◽

Three Dimensions ◽

Continuance Commitment ◽

Content Type ◽

The Relationship ◽

Moderating Role

PurposeThe purpose of this paper is to investigate the association between abusive supervision and employees' information security policy (ISP) noncompliance intention, building on affective commitment, normative commitment and continuance commitment. The study also examines the moderating effect of perceived certainty and severity of sanctions on the relationship between the three dimensions of organizational commitment and ISP noncompliance intention.Design/methodology/approachSurvey methodology was used for data collection through a well-designed online questionnaire. Data was analyzed using the structural equation model with Amos v. 22.0 software.FindingsThis study demonstrates that abusive supervision has a significant, negative impact on affective, normative and continuance commitment, and the three dimensions of organizational commitment are negatively associated with employees' ISP noncompliance intention. Results also indicate that the moderating effect of perceived severity of sanctions is significant, and perceived certainty of sanctions plays a positive moderating role in the relationship between affective commitment and employees' ISP noncompliance intention.Practical implicationsFindings of this research are beneficial for organizational management in the relationships between supervisors and employees. These results provide significant evidence that avoiding abusive supervision is important in controlling employees' ISP noncompliance behavior.Originality/valueThis research fills an important gap in examining employees' ISP noncompliance intentions from the perspective of abusive supervision and the impact of affective, normative and continuance commitment on ISP noncompliance. The study is also of great value for information systems research to examine the moderating role of perceived certainty and severity of sanctions.

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The influence of organizational justice on job performance

Journal of Management Development ◽

10.1108/jmd-11-2015-0162 ◽

2017 ◽

Vol 36 (4) ◽

pp. 542-559 ◽

Cited By ~ 12

Author(s):

Abdelaziz Swalhi ◽

Saloua Zgoulli ◽

Mahrane Hofaidhllaoui

Keyword(s):

Job Performance ◽

Organizational Justice ◽

Affective Commitment ◽

Content Type ◽

Mediating Role ◽

Overall Justice ◽

And Performance ◽

The Impact ◽

The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

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The Effect of Abusive Supervision on Job Performance: The Role of Leadership Identification and Subordinates’ Tradition

Research in Economics and Management ◽

10.22158/rem.v3n2p149 ◽

2018 ◽

Vol 3 (2) ◽

pp. 149 ◽

Cited By ~ 2

Author(s):

Ting Zhao

Keyword(s):

Social Identity ◽

Job Performance ◽

Abusive Supervision ◽

Mediating Effect ◽

Mediation Effect ◽

Mediation Model ◽

Negative Effects

Drawing on the theory of social identity, this study investigated the effect of abusive Supervision on job performance intention through a moderate mediation model. The results indicated that: abuse supervision for job performance have significant negative effects, and this relationship is mediated by leadership identification; the mediation effect is further moderated by subordinates’ tradition. For subordinates with higher tradition, the mediating effect of abusive Supervision on job performance intention through leadership identification is much stronger.

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Abusive supervision, occupational well-being and job performance: The critical role of attention–awareness mindfulness

Australian Journal of Management ◽

10.1177/03128962211037772 ◽

2021 ◽

pp. 031289622110377

Author(s):

Dirk De Clercq ◽

Sadia Jahanzeb ◽

Tasneem Fatima

Keyword(s):

Job Performance ◽

Work Engagement ◽

Critical Role ◽

Abusive Supervision ◽

Well Being ◽

Jel Classification ◽

Buffering Effect ◽

Health Impairment ◽

Health Related

Drawing from the job demands–resources (JD-R) model, this study sets out to investigate two complementary mechanisms that underpin the connection between employees’ exposure to abusive supervision and diminished job performance – one that is health-related (higher emotional exhaustion) and another that is motivation-related (lower work engagement). It also examines how this harmful process might be contained by employees’ mindfulness, particularly as manifest in its attention–awareness component. Data collected across three points in time among employees and supervisors in different organizations show that the motivation-based mechanism is more prominent than its health-impairment counterpart in connecting abusive supervision with lower job performance. The results also reveal a buffering effect of employees’ mindfulness on their responses to abusive supervision. JEL Classification: M50

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