scholarly journals Abusive Supervision and Organizational Citizenship Behavior: Implications for HR Practitioners

2019 ◽  
Vol 1 (2) ◽  
pp. 1-7
Author(s):  
Adel Ali Yassin Alzyoud ◽  
Ogutu Joseph Odhiabo
Keyword(s):  
Present Article ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Abusive Supervision ◽  
Citizenship Behavior ◽  
Organizational Issue ◽  
Shed Light

The present article aims to shed light on the concept of abusive supervision which is a growing organizational issue across the globe. Therein, the authors have attempted to underline some of the important scholarly findings and what they are suggesting particularly with regard to the effects of abusive supervision towards voluntary efforts for organizational betterment. The article elaborates on the growing concern of impolite, rude and hostile behaviours of supervising authorities towards their subordinates and how they could result critically for organizations aspiring to enhance citizenship behaviours. In parallel, the article also expounds on HRM as a strategic concept whilst unleashing on elements relating to technological primacy. The article aims to serve as a guideline for individuals enthusiastic to learn about the concept of abusive supervision and its consequences on individual citizenship behaviours towards the business. The paper concludes with implications for businesses in general and for HR practitioners in particular for better scholarly understanding of the discussed relationship.

scholarly journals Abusive Supervision and Organizational Citizenship Behavior: The Mediating Role of Networking Behavior

2019 ◽  
Vol 12 (1) ◽  
pp. 288 ◽  
Author(s):  
Hyosun Kim ◽  
Yunlu Chen ◽  
Hyewon Kong
Keyword(s):  
Social Capital ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Abusive Supervision ◽  
Citizenship Behavior ◽  
Data Set ◽  
The Sustainable Development ◽  
Networking Behavior

Abusive supervision has been recognized as a serious threat to the health of affected employees and to the sustainable development of organizations. Yet, the mechanism through which abusive supervision affects organizational performance is not well understood. We suggest that abusive supervision restricts important workplace behavior, especially networking behavior and organizational citizenship behavior, which is crucial for building social capital within organizations. We test our hypothesis using a new data set constructed from a questionnaire survey among Chinese employees in various firms. The results show that perceived abusive supervision affects both networking behavior and organizational citizenship behavior. Furthermore, networking behavior partially mediates the relationship between abusive supervision and organizational citizenship behavior. The results provide important insights into the role of abusive supervision in building social capital within organizations.

Dealing with an abusive boss in China

2018 ◽  
Vol 29 (4) ◽  
pp. 500-518 ◽  
Author(s):  
Wei Zeng ◽  
Ying Zhou ◽  
Zhengyu Shen
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Regulatory Focus ◽  
Abusive Supervision ◽  
Citizenship Behavior ◽  
Regulatory Focus Theory ◽  
Promotion Focus ◽  
Content Type ◽  
Reward Expectancy ◽  
Focus Theory

Purpose This study aims to examine how reward expectancy mediates the effect of abusive supervision on organizational citizenship behavior. Furthermore, drawing upon regulatory focus theory, this paper proposes and tests the moderating role of promotion focus in the proposed mediating effect. Design/methodology/approach Both hierarchical regression and PROCESS macro are conducted to analyze longitudinal data collected from 142 MBA students in different industries in the People’s Republic of China. Findings Results reveal that abusive supervision was negatively related to both organization-directed citizenship behavior (OCBO) and individual-directed citizenship behavior (OCBI) through undermining individual reward expectancies. Results also show that promotion focus moderated the negative effect of abusive supervision on reward expectancy, such that the relationship was stronger when promotion focus was higher. In addition, the indirect effect of abusive supervision on OCBO and OCBI carried through reward expectancy was also stronger among individuals with higher promotion focus. Originality/value It contributes to the literature on abusive supervision by offering a new perspective regarding the mechanism of abusive supervision influence on organizational citizenship behavior. The findings thus shed insights into cognitions and motivations that are associated with organizational citizenship behavior. In addition, it is the first to link abusive supervision with regulatory focus theory to examine the decrease of organizational citizenship behavior.

Abusive supervision, co-worker abuse and work outcomes: procedural justice as a mediator

2019 ◽  
Vol 7 (3) ◽  
pp. 325-341
Author(s):  
Shalini Ramdeo ◽  
Riann Singh
Keyword(s):  
Organizational Commitment ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Abusive Supervision ◽  
Intention To Quit ◽  
Citizenship Behavior ◽  
Content Type ◽  
Workplace Abuse ◽  
The Relationship

Purpose Based on the social exchange theory and the reactance theory, the purpose of this paper is to investigate the effects of workplace abuse from two sources. The study explores the linkage between abusive supervision and co-worker abuse on the targeted employee’s organizational commitment, organizational citizenship behavior and intention to quit as mediated by procedural justice. Furthermore, this study extends understanding workplace abuse consequences by investigating its effects on organizational citizenship behavior directed to individuals and organizational citizenship behavior directed to the organization. Design/methodology/approach To test the proposed hypotheses, a cross-sectional research design was used. The sample comprised 500 employees working in various private and public sector organizations in the Republic of Trinidad and Tobago. Using a split-sample approach, mediation analyses were performed on the test and validation samples. Findings The research results showed that procedural justice mediated the relationship between abusive supervision and affective and normative commitment, organizational citizenship behavior directed to individuals and intention to quit. Procedural justice was found to mediate the relationship between co-worker abuse and affective and normative commitment, and intention to quit. Originality/value This study extends previous academic studies on workplace abuse by comparing the effects of abusive supervision and the lesser researched source of co-worker abuse on the targeted employee’s organizational commitment, organizational citizenship behavior and intention to quit. It also reports on the effects of each source on an employee’s organizational citizenship behavior directed to individuals and organizational citizenship behavior directed to the organization, as there is limited empirical research within the workplace abuse literate on these two dimensions.

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