scholarly journals Why Abusive Supervision Lead to Employee Cyberloafing Behaviour? Emotional Exhaustion is Amplifier of the Relationship.

2021 ◽  
Author(s):  
Jawad Khan ◽  
Imran Saeed ◽  
Amna Ali ◽  
Hena Gul Nisar
Keyword(s):  
Emotional Exhaustion ◽  
Sampling Technique ◽  
Abusive Supervision ◽  
Vital Role ◽  
Mediating Effect ◽  
Organizational Productivity ◽  
Environment Friendly ◽  
Textile Mills ◽  
The Relationship ◽  
Main Factor

Cyberloafing is becoming a common problem in every organization that directly affects organizational productivity. In this study we are going to study the influence of abusive supervision on cyberloafing, further, we are studying the mediating effect of emotional exhaustion generated due to abusive supervision behaviour, motivating employees towards cyberloafing. The data were collected from 150 employees working in Saif Textile Mills Ltd & Kohat Textile Mills Ltd, Pakistan through questionnaires. The study sample was drawn using a convenience sampling technique. This study used SPSS 25 and process Hayes (2013) model 4 for data analysis and for model fitness we used CFA (AMOS 22). The data findings demonstrate that abusive supervision significantly and positively affects cyberloafing and also emotional exhaustion mediates this relation significantly. Therefore we conclude that abusive supervision is the main factor for employees to be exhausted and ultimately move towards cyberloafing. Based on these finding managers plays a vital role to maintain organization environment friendly.

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.

scholarly journals The Impact of Abusive Supervision on Employee Creativity, with the Mediating Effect of Emotional Exhaustion: A study on R&D Sector in Twin Cities of Pakistan

2020 ◽  
Vol 1 (4) ◽  
pp. 314-321
Author(s):  
Sana Saleem ◽  
Nada Saleem ◽  
Aftab Haider
Keyword(s):  
Emotional Exhaustion ◽  
Quantitative Research ◽  
Research Study ◽  
Sampling Technique ◽  
Abusive Supervision ◽  
Simple Random Sampling ◽  
Mediating Effect ◽  
Twin Cities ◽  
Employee Creativity ◽  
The Impact

The purpose of this study is to determine the impact of abusive supervision on employee creativity with the mediating effect of emotional exhaustion on the Research & Development sector in twin cities of Pakistan. The population of the research study is Research & Development employees working in the private sector-based organization. Data was collected through quantitative research techniques by using questionnaires from a sample of 214. A simple random sampling technique was adopted. Data were analyzed using SPSS and AMOS software. Results of the study shown that abusive supervision is a negative and significant effect on employee creativity. Similarly, the study showed that emotional exhaustion has a mediating effect on abusive supervision and employee creativity.

Perception of ethical climate and turnover intention among nursing staff: does organizational cynicism mediate?

2018 ◽  
Vol 11 (5) ◽  
pp. 319-332 ◽  
Author(s):  
Yasin Munir ◽  
Muhammad Mudasar Ghafoor ◽  
Amran M.D. Rasli
Keyword(s):  
Nursing Staff ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Organizational Cynicism ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to explore the mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention among nurses working in public sector hospitals. Design/methodology/approach A quantitative approach was utilized and 870 questionnaires were distributed to collect data from nursing staff working in Punjab region of Pakistan by using non-probability multistage sampling technique. A total of 711 questionnaires were returned out of which 668 questionnaires were scrutinized. Additionally, confirmatory factor analysis and structural equation modeling were applied to analyze the data. Findings The results revealed a full mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention. Research limitations/implications The current study has adopted a multistage non-probability sampling technique to collect data because the management of hospitals restricted researcher access to personal information about the nurses. Therefore, at the first stage, the researcher used convenience sampling and at the second stage, the researcher utilized quota sampling to collect the data. Moreover, the findings of the current study are based on cross-sectional data because of the limited time and resources. Practical implications The current study fosters the ongoing debate in organizational studies related to cynicism and it is noteworthy for the nursing managers to understand the significant factors which directly or indirectly affect the nursing attitude. Originality/value The current study explored the mediating role of organizational cynicism between perception of ethical climate and turnover intention in nursing profession to fill the research gap.

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.

Antecedents of hedonism affecting memorable tourism experience (MTE) leading to revisit intention in tourists

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abhijeet Vikramaditya Tiwari ◽  
Naval Bajpai ◽  
Deependra Singh ◽  
Vishal Vyas
Keyword(s):  
Structural Equation ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Content Type ◽  
Significant Relationships ◽  
Revisit Intention ◽  
Tourism Experience ◽  
Main Component ◽  
Relationship Of ◽  
The Relationship

Purpose This study aims to examine the hedonism attributes, memorable tourism experience (MTE), revisit intention and their relationships. This study explores the antecedents of hedonism as physical environment, shopping at the destination, service quality, personalisation and exclusivity that influence MTE. The relationship of hedonism factors with revisit intention is also investigated in light of the mediation of MTE between them. Design/methodology/approach For this study, a sample of 600 tourists is collected by using the convenience sampling technique. The collected data is analysed by using the confirmatory factor analysis-structural equation modelling approach. Findings The empirically validated model recommends the significant relationships between the hedonism elements and revisits intention with the mediating effect of MTE. The findings suggest that tourists who positively perceive hedonism attributes are more likely to have positive MTEs, and they revisit the destination. Originality/value This research study examines the relationship of hedonism determinants with MTE of the tourists leading to their revisit intention for a tourism destination. It helps to understand MTE as the main component to affect tourists’ revisit intention for a destination and make sustainable tourism.

A deep acting perspective generation Y hotel employees’ workplace deviance

2020 ◽  
Vol 32 (2) ◽  
pp. 835-852
Author(s):  
Yanping Yu ◽  
Haemi Kim ◽  
Hailin Qu
Keyword(s):  
Emotional Exhaustion ◽  
Generation Y ◽  
Organizational Identification ◽  
Workplace Deviance ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Deep Acting ◽  
Content Type ◽  
Hotel Employees ◽  
The Relationship

Purpose This study aims to develop a measurement scale to assess generation Y China hotel employees’ workplace deviance and then investigate the effect of generation Y employees’ deep acting on workplace deviance by focusing on the mediating effect of emotional exhaustion and the moderating effect of organizational identification. Design/methodology/approach The study first adopts a mixed-methods approach to develop the scale of generation Y hotel employees’ workplace deviance, then multiple data is collected targeting 580 hotel employees by a three-stage survey. Structural equation modeling (SEM) and a hierarchical regression analysis were used to test the hypotheses. Findings Workplace deviance of generation Y hotel employees in China was divided into two dimensions, aggression and neglect. Deep acting was found to be negatively related to workplace deviance, and emotional exhaustion had a mediating effect on the relationship between deep acting and workplace deviance. Organizational identification strengthened the effect of deep acting on neglect and the effect of deep acting on emotional exhaustion, whereas it did not moderate the relationship between deep acting and aggression. Originality/value First, this study provides a more powerful explanatory perspective on the conservation of resources theory to explore future research by especially targeting generation Y employees. Second, this study develops the elements of workplace deviance structure of generation Y hotel employees, especially in the Chinese cultural context. Third, it explores the inherent mechanism of how and why deep acting impacts workplace deviance.

The relationship between abusive supervision and employee's reaction: the job demands-resources model perspective

2020 ◽  
Vol 49 (9) ◽  
pp. 2035-2054
Author(s):  
Liang-Chih Huang ◽  
Cheng-Chen Lin ◽  
Szu-Chi Lu
Keyword(s):  
Emotional Exhaustion ◽  
Process Model ◽  
Discriminant Validity ◽  
Job Demands ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Job Crafting ◽  
Content Type ◽  
Withdrawal Behavior ◽  
The Relationship

PurposeBased on the job demands-resources model, the present study proposes viewing abusive supervision as one type of job demand causing employees' emotional exhaustion, which results in psychological withdrawal behavior. In addition, job crafting can be viewed as a means to acquire job resources, and it buffers the influence of abusive supervision on employees' emotional exhaustion. Moreover, the present study also proposes the moderating effect of job crafting on abusive supervision and psychological withdrawal behavior will be mediated by emotional exhaustion.Design/methodology/approachConsidering the issue of common method variance, data were not only collected in a multi-temporal research design but also tested by Harman's one-factor test. In addition, a series of confirmatory factor analyses was conducted to ensure the discriminant validity of measures. The moderated mediation hypotheses were tested on a sample of 267 participants.FindingsThe process model analysis showed that emotional exhaustion partially mediates the relationship between abusive supervision and psychological withdrawal behavior. Moreover, job crafting buffers the detrimental effect of abusive supervision on emotional exhaustion, and the less exhausted employees exhibit less psychological withdrawal behavior than those exhausted.Originality/valueThis study proposed a moderated mediation model to examine how and when abusive supervision leads to more employees' psychological withdrawal behaviors, and found that emotional exhaustion is one potential mechanism and job crafting is one potential moderator. Specifically, it was revealed that employees view abusive supervision as a kind of social and organizational aspect of job demands which will exacerbate emotional exhaustion, and, in turn, lead to more psychological withdrawal behavior. However, when employees view themselves as job crafter, they can adopt various job crafting behaviors to decrease the emotional exhaustion, and thus less psychological withdrawal behavior.

scholarly journals A STUDY ON THE COMPANY VALUE OF PUBLIC BANKS LISTED IN THE INDONESIAN STOCK EXCHANGE BETWEEN 2010 – 2015

2018 ◽  
Vol 26 (1) ◽  
pp. 13
Author(s):  
Atok Muhajir ◽  
Miyasto Miyasto ◽  
Wisnu Mawardi
Keyword(s):  
Regression Model ◽  
Stock Exchange ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Statistical Testing ◽  
Income Diversification ◽  
Company Value ◽  
Study Population ◽  
Public Banks ◽  
The Relationship

Company value that tends to decline is a problem that must be addressed. This is in line with the theory of company which mentions that the goal of a company is to maximize it value. This study is aimed at analyzing the effects of Loan to Deposit Ratio (LDR), Non-Performing Loan (NPL), Income Diversification and Operational Cost and Return (BOPO) on company value, with Price Book Value (PBV) and Return on Asset (ROA) as intervening variables. The study population consists of companies listed on the Indonesian Stock Exchange between 2010 and 2015. The sampling technique employed was purposive sampling and 26 companies were sampled according to the pre-determined criteria. Analyzes were carried out using the SPSS program, with the data undergoing a statistical testing beforehand. Results from the first regression model show that LDR has positive and significant effect on ROA, BOPO has negative and significant effect on ROA, while NPL and Income Diversification does not have any effect on ROA. On the other hand, results from the second regression model show that LDR has negative and significant effect on PBV; Income Diversification has positive and significant effect on PBV, whereas NPL and BOPO do not have any effect on PBV. Statistically, this study also shows that ROA has a mediating effect on the relationship between Income Diversification and BOPO against PBV.

Abusive supervision and employees' job performance: A multiple mediation model

2017 ◽  
Vol 45 (5) ◽  
pp. 845-858 ◽  
Author(s):  
Zhi-xia Chen ◽  
Hong-yan Wang
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Multiple Mediation ◽  
Private Companies ◽  
Public And Private ◽  
Member Exchange ◽  
The Relationship

We explored the relationship between abusive supervision (AS) and employee job performance (EJP) by conducting a survey of a group of employees (N = 630) of Chinese public and private companies. We investigated possible mediation in the relationship by leadership justice, supervisory trust, and self-efficacy from three perspectives, namely, self-concept and individual socialization, organizational justice, and leader–member exchange. The results showed that there was a negative relationship between AS and EJP that was mediated by leadership justice, supervisory trust, and self-efficacy. We also found that the negative relationship between AS and EJP was affected by the joint mediating effect of leadership justice and supervisory trust. Implications for academicians and practitioners are discussed.

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