Abusive Supervision and Employee Empowerment: The Moderating Role of Resilience and Workplace Friendship

2021 ◽  
pp. 154805182110054
Author(s):  
Ayesha Arshad ◽  
Peter Y. T. Sun ◽  
Fabrice Desmarais
Keyword(s):  
Significant Role ◽  
Work Experience ◽  
Abusive Supervision ◽  
Conservation Of Resources ◽  
Structural Empowerment ◽  
Postgraduate Students ◽  
Workplace Friendship ◽  
The Face ◽  
Time Lagged

Several studies have explored why employees leave their organization in the face of abusive supervision. However, there is a lack of research on what makes employees continue with employment despite being affected by abusive supervision. This study responds to the calls made to analyze multiple mechanisms that employees use to cope with abusive supervision. It addresses this gap by examining employees’ psychological and social resources that can mitigate the effects of abusive supervision. We specifically consider employee psychological and structural empowerment, as well as resilience and workplace friendship. This is a time-lagged study using a sample of 146 postgraduate students who have a minimum of 2 years of work experience. Utilizing the tenets of conservation of resources theory, we find that damage to psychological empowerment plays a significant role in diminishing the work engagement and creativity of employees, as compared to structural empowerment. We also find that workplace friendship plays a significant role in weakening the damaging effects of abusive supervision on structural empowerment. Future studies should consider other psychological and social mechanisms that can mitigate the effects of abusive supervision. Moreover, organizations should work toward developing a culture of sharing and support between coworkers.

Subordinates’ negative workplace gossip leads to supervisor abuse: based on the conservation of resources theory

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Cunjun Ye ◽  
Bin He ◽  
Xu Sun
Keyword(s):  
Psychological Distress ◽  
Abusive Supervision ◽  
Self Esteem ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Content Type ◽  
Mediating Role ◽  
Internal Mechanism ◽  
Time Lagged

Purpose Based on the conservation of resources (COR) theory, this paper aims to explore the potential influence of perceived subordinates’ negative workplace gossip on abusive supervision in China. Moreover, the COR theory helps in examining the mediating role of self-esteem threat and psychological distress and the moderating role of mindfulness on the effects of perceived subordinates’ negative workplace gossip on abusive supervision. Design/methodology/approach Data was collected from 305 supervisor-subordinate dyads in China using the time-lagged and multi-source methods and hierarchical regression analysis was used to analyze the data. Findings Results reveal that perceived subordinates’ negative workplace gossip is positively related to abusive supervision and the relationship is moderated by the supervisor’s traits of mindfulness. In addition, perceived subordinates’ negative workplace gossip has an indirect effect on abusive supervision via self-esteem threat (cognition) and psychological distress (emotion). Originality/value The study helps to understand the influence of perceived subordinates’ negative workplace gossip on abusive supervision based on the COR theory. At the same time, it also enriches the understanding of the internal mechanism between perceived subordinates’ negative workplace gossip and abusive supervision.

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.

A Resource Perspective on Abusive Supervision and Extra-Role Behaviors: The Role of Subordinates’ Psychological Capital

2018 ◽  
Vol 26 (1) ◽  
pp. 73-86 ◽  
Author(s):  
Jawwad Ahmad ◽  
Muhammad Razzaq Athar ◽  
Rauf I Azam ◽  
Melvyn R. W. Hamstra ◽  
Muhammad Hanif
Keyword(s):  
Psychological Capital ◽  
Abusive Supervision ◽  
Faculty Members ◽  
Work Behavior ◽  
Situational Influences ◽  
Resource Perspective ◽  
Time Lagged ◽  
The Individual ◽  
Role Behaviors

Abusive supervision (perceived enduring hostile verbal and nonverbal behavior) results in a host of detrimental consequences for the individual subordinate and for the organization. In the current research, we tested whether abusive supervision relates negatively to beneficial extra-role behaviors of subordinates (individual-directed and organization-directed citizenship behaviors; OCBI and OCBO) and positively to deviant extra-role behaviors of subordinates (individual-directed and organization-directed counterproductive work behavior; CWBI and CWBO). Moreover, reasoning from a resource perspective, we examined whether subordinates’ psychological capital (PsyCap: hope, resilience, self-efficacy, and optimism) mediates these relations. PsyCap is a resource variable that is amenable to situational influences such as leadership. This makes PsyCap align with a theoretically viable, but previously not explicitly tested, mechanism underlying the effects of abusive supervision. We conducted a time-lagged, multisource study among 408 university faculty members. Abusive supervision and PsyCap were measured at Time 1 from focal participants. At Time 2, data for OCBs were collected from their supervisors and data for CWBs were collected from their peers. Results indicate that PsyCap mediated the relations between abusive supervision and OCBI, OCBO, CWBI, and CWBO. Shedding light on this process helps researchers and practitioners develop ways in which to mitigate the consequences of abusive supervision, for example, by seeking to develop PsyCap using different resources.

scholarly journals Abusive Supervision and Unethical Pro-Organizational Behavior: The Mediating Role of Status Challenge and the Moderating Role of Leader–Member Exchange

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110335
Author(s):  
Guanxing Xiong ◽  
Huadong Huang ◽  
Yingyi Ma ◽  
Cuiqi Liang ◽  
Haixia Wang
Keyword(s):  
Organizational Behavior ◽  
Abusive Supervision ◽  
Future Research ◽  
Leader Member Exchange ◽  
Conservation Of Resources ◽  
Chinese Enterprises ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Member Exchange

Unethical pro-organizational behavior (UPB) refers to unethical behavior that employees engage in to benefit their organization. Although UPB has received great attention from management scholars, little research has tested the influence of negative and destructive behavior from supervisors, such as abusive supervision, on UPB. Using conservation of resources theory, this study examines when and how abusive supervision affects UPB. Data were obtained from Chinese enterprises, and 368 time-tagged questionnaires were analyzed to test the moderated mediation model. Results revealed that abusive supervision positively influences UPB and that status challenge mediated this relation. Furthermore, the indirect effect of status challenge was moderated by leader–member exchange (LMX). Specifically, this effect was stronger when LMX was high. We discuss the theoretical and practical implications of our findings, and propose future research directions.

scholarly journals When Employees are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective

2019 ◽  
Vol 16 (18) ◽  
pp. 3300 ◽  
Author(s):  
Zubair Akram ◽  
Yan Li ◽  
Umair Akram
Keyword(s):  
Emotional Exhaustion ◽  
Job Demands ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Conservation Of Resources ◽  
Time Lagged ◽  
The Impact ◽  
The Relationship

This study represents an important step towards understanding why supervisors behave abusively towards their subordinates. Building on the conservation of resources theory, this study investigates the impact of abusive supervision on counterproductive work behaviors (CWBs) from a stress perspective. Furthermore, job demands play a significant moderating effect, and emotional exhaustion has a mediating effect on the relationship between abusive supervision and CWBs. A time-lagged design was utilized to collect the data and a total of 350 supervisors-subordinates’ dyads are collected from Chinese manufacturing firms. The findings indicate that subordinates’ emotional exhaustion mediates the relationship between abusive supervision and CWBs only when subordinates are involved in a high frequency of job demands. Additionally, emotional exhaustion and abusive supervision were significantly moderated by job demands. However, the extant literature has provided that abusive supervision has detrimental effects on employees work behavior. The findings of this study provide new empirical and theoretical insights into the stress perspectives. Finally, implications for managers and related theories are discussed, along with the boundaries and future opportunities of this study.

The role of employee empowerment in the implementation of continuous improvement

2017 ◽  
Vol 37 (10) ◽  
pp. 1563-1579 ◽  
Author(s):  
Ann-Kathrin Hirzel ◽  
Michael Leyer ◽  
Jürgen Moormann
Keyword(s):  
Continuous Improvement ◽  
Financial Services ◽  
Service Providers ◽  
Research Question ◽  
Open Communication ◽  
Structural Empowerment ◽  
Content Type ◽  
Time Lagged ◽  
Over Time

Purpose The purpose of this paper is to understand the role of increasing employees’ level of continuous improvement (CI) empowerment, i.e. employees’ knowledge and understanding of CI, the possibility of open communication and support from the work environment regarding CI, in the implementation of CI over time. Design/methodology/approach Based on the theory of structural empowerment, the authors test the research question using evidence from a case study in a European financial services provider. Data are gathered with questionnaires on a team level and cover a period of 2.5 years including 780 participants. Findings The findings show that after conducting a CI programme in the case, there is a significant increase in employees’ CI empowerment over time, which has a positive but time-lagged relationship with the level of CI implementation. Research limitations/implications Implications are that CI empowerment can be created sustainably and is an important factor in establishing CI in a company, but that it takes time until empowerment leads to changes in behaviour. However, it has to be considered that these implications are solely derived from empirical results from a single company. Practical implications Financial service providers should invest in establishing CI empowerment and consider a delay in realising measurable benefits in terms of the level of CI implementation. Originality/value This paper is the first empirical study to examine the relationship between employee CI empowerment and the implementation of CI from a longitudinal perspective.

scholarly journals Creativity in the South Korean Workplace: Procedural Justice, Abusive Supervision, and Competence

2022 ◽  
Vol 19 (1) ◽  
pp. 500
Author(s):  
Woo-Sung Choi ◽  
Seung-Wan Kang ◽  
Suk Bong Choi
Keyword(s):  
Procedural Justice ◽  
Abusive Supervision ◽  
Conservation Of Resources ◽  
South Korean ◽  
Job Demand ◽  
Key Driver ◽  
Survival And Growth ◽  
Time Lagged ◽  
Fierce Competition ◽  
The Relationship

Innovation is now a feature of daily life. In a rapidly changing market environment and amid fierce competition, organizations pursue survival and growth through innovation, and the key driver of innovation is the creativity of employees. Because the value of creativity has been emphasized, many organizations are looking for effective ways to encourage employees to be creative at work. From a resource perspective, creativity at work can be viewed as a high-intensity job demand, and organizations should encourage it by providing and managing employee resources. This study is an attempt to empirically investigate how competence and abusive supervision affect the relationship between procedural justice and creativity from the conservation of resources perspective. Findings from two-wave time-lagged survey data from 377 South Korean employees indicate that procedural justice increases creativity through the mediation of competence. Furthermore, abusive supervision has a negative moderating effect on the relationship between procedural justice and competence. The findings show that competence moderates the relationship between procedural justice and creativity and that the lower the level of abusive supervision, the greater the effect of procedural justice on competence and creativity.

THE ROLE OF INTERNAL MARKETING IN ACHIEVING EMPLOYEE`S SATISFACTION - A FIELD STUDY ON A SAMPLE OF ALGERIA TELECOMMUNICATIONS COMMERCIAL AGENCY EMPLOYEES IN THE CITY OF (LAGHOUAT) ALGERIA-

2021 ◽  
Vol 3 (4) ◽  
pp. 339-353
Author(s):  
Khedıdja GOURINE ◽  
Fatna GOURINE
Keyword(s):  
Field Study ◽  
Significant Role ◽  
Internal Marketing ◽  
Marketing Concept ◽  
Theoretical Concepts ◽  
The Face ◽  
Internal Distribution ◽  
Level Of Significance ◽  
The City

It has become imperative for enterprises that are active in the face of intense competition, to provide all the appropriate conditions in which they keep their employees, as they are a major source of success and superiority, so they must achieve their satisfaction. The most important marketing mechanisms on which the enterprise depends in achieving excellence are: "Internal Marketing", a modern marketing concept that cares about employees and focuses on ensuring their satisfaction, where they feel that they are an effective partner that does not spare him and contributes to the growth of the enterprise and its superiority, because the employee is an internal client and his satisfaction will inevitably achieve the satisfaction of the external client. Therefore, this research aims to identify its theoretical concepts, and the extent to which it is applied in practice through a study: the role of internal marketing in achieving the satisfaction of Algeria telecommunications commercial agency employees in the city of (Laghouat) Algeria. The study found a statistically significant role for the internal marketing of Algeria telecommunications commercial agency in Laghouat city in achieving the satisfaction of employees at the 5% level of significance, and the factor that has the biggest role is "internal distribution

scholarly journals Can employees perform well if they fear for their lives? Yes – if they have a passion for work

2019 ◽  
Vol 49 (2) ◽  
pp. 469-490 ◽  
Author(s):  
Inam Ul Haq ◽  
Dirk De Clercq ◽  
Muhammad Umer Azeem
Keyword(s):  
Performance Outcomes ◽  
Conservation Of Resources ◽  
Human Resource Managers ◽  
Content Type ◽  
Personal Resource ◽  
Mediating Role ◽  
Resource Managers ◽  
Time Lagged ◽  
Passion For Work

Purpose With a basis in conservation of resources theory, the purpose of this paper is to investigate the mediating role of championing behaviour in the relationship between employees’ fear of terror and their job performance, as well as the buffering role of their passion for work, as a personal resource, in this process. Design/methodology/approach The tests of the hypotheses rely on three-wave, time-lagged data collected from employees and their supervisors in Pakistan. Findings An important reason that concerns about terrorist attacks diminish performance is that employees refrain from championing their own entrepreneurial ideas. This mediating role of idea championing is less salient, however, to the extent that employees feel a strong passion for their work. Practical implications For human resource managers, this study pinpoints a key mechanism – a reluctance to mobilize active support for entrepreneurial ideas – by which fears about terrorism attacks can spill over into the workplace and undermine employees’ ability to meet their performance requirements. It also reveals how this mechanism can be better contained by the presence of adequate personal resources. Originality/value This study adds to burgeoning research on the interplay between terrorism and organizational life by specifying how and when employees’ ruminations about terrorism threats might escalate into diminished performance outcomes at work.

How abusive supervision ultimately might enhance performance ratings among silent, neurotic employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Sadia Jahanzeb ◽  
Tasneem Fatima
Keyword(s):  
Abusive Supervision ◽  
Performance Evaluations ◽  
Performance Ratings ◽  
Conservation Of Resources ◽  
Protective Behaviors ◽  
Content Type ◽  
Mediating Role ◽  
Supervisor Ratings ◽  
Practical Implications

PurposeWith a theoretical anchoring in the conservation of resources (COR) theory, this study investigates how employees' exposure to abusive supervision ultimately might lead to enhanced supervisor ratings of their job performance because employees react with defensive silence. Employees' neuroticism also might catalyze this process.Design/methodology/approachMulti-source, three-wave data were collected from employees and their supervisors in the power-distant, collectivistic country of Pakistan.FindingsBeliefs about the presence of verbally abusive leaders, somewhat ironically, mitigate the risk of diminished supervisor-rated performance evaluations to the extent that those beliefs prompt employees to engage in self-protective behaviors to avoid confrontations with the abusive leaders. This mediating role of defensive silence is invigorated to the extent that employees' personalities make them more sensitive to stressful work situations.Practical implicationsFor practitioners, this study identifies self-protective silence as a key, potentially worrisome mechanism that employees in power-distant, collectivistic countries may use to avoid negative performance ratings by leaders they perceive as abusive, and it reveals how this process tends to vary across different employees.Originality/valueThis research cites a critical, unexplored factor through which verbally abused employees can avoid negative performance evaluations, by engaging in defensive silence, not only as a potentially detrimental solution but also as an effective short-term solution. It further clarifies that this process is more likely to occur among neurotic employees.

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