scholarly journals Tracing an Unyielding Work Compulsion: A Moderated Mediation Model of Abusive Supervision and Compulsory Citizenship Behavior

2021 ◽  
Vol 12 ◽  
Author(s):  
Ali T. Baig ◽  
Zahid Riaz
Keyword(s):  
Emotional Exhaustion ◽  
Abusive Supervision ◽  
Underlying Mechanism ◽  
Perceived Support ◽  
Citizenship Behavior ◽  
Human Resource Managers ◽  
Line Managers ◽  
Insurance Sector ◽  
Moderated Mediation Model ◽  
Compulsory Citizenship Behavior

We conceptualize and examine an integrated model of compulsory citizenship behavior in the employees of the insurance sector. For this purpose, direct and indirect influences of job demands (active-aggressive and passive-aggressive abusive supervisions) are examined on the compulsory citizenship behavior. In so doing, the relevance of perceived support of coworkers as a job resource and emotional exhaustion as an underlying mechanism is investigated. Data were collected from 205 managerial level employees working in the insurance sector of a developing economy. Both aspects of abusive supervision have both direct and indirect effects through emotional exhaustion on compulsory citizenship behavior. Active-aggressive abusive supervision, coupled with low perceived support of the coworkers influences emotional exhaustion that culminates in increased compulsory citizenship behavior of employees. Interestingly, when perceived support of coworkers is high, the indirect link between active aggressive abusive supervision and compulsory citizenship behavior through emotional exhaustion decreases. For human resource managers, these findings imply that the proper background checks should be made before the recruitment so that employees with troubled past or tending to exhibit aggression can be screened. For line managers, these findings imply that coworkers can play a major role in curbing the compulsory citizenship behavior. Thus, managers should foster such organizational practices that can develop mutual trust and stronger relationship among coworkers so that coworkers can become the perfect source of psychological support.

Do self-monitors experience less emotional exhaustion? Testing the role of supervisor-rated performance and perceived competitive climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Samina Quratulain ◽  
Aqsa Ejaz ◽  
Abdul Karim Khan
Keyword(s):  
Emotional Exhaustion ◽  
Underlying Mechanism ◽  
Measurement Model ◽  
Frontline Employees ◽  
Self Monitoring ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Rated Performance

PurposeThe purpose of this research is to examine frontline employees' self-monitoring personality as an antecedent of their emotional exhaustion and how supervisor-rated performance mediates this relationship. In addition, the authors explored the moderating role of perceived competitive climate on the indirect relationship between self-monitoring and emotional exhaustion.Design/methodology/approachTwo hundred and thirty-seven frontline employees and their immediate supervisors working in hospitality organizations responded to the survey using time lagged research design. Measurement model was tested using confirmatory factor analysis to assess the distinctiveness of study constructs, and proposed moderated mediation model was tested using Process macro.FindingsResults show that high self-monitoring leads to high supervisor-rated performance, and this relationship is stronger in highly competitive work climate. The supervisor-rated performance was negatively related to emotional exhaustion.Originality/valueThis study is the first to examine the interaction effects of self-monitoring and perceived competitive climate on frontline employees' performance and emotional exhaustion, particularly in the frontline jobs. Supervisor-rated performance has not been previously theorized or researched as an underlying mechanism of the effect of self-monitoring on emotional exhaustion.

Compulsory Citizenship Behavior and Employee Silence: The Roles of Emotional Exhaustion and Organizational Identification

2018 ◽  
Vol 46 (12) ◽  
pp. 2025-2047 ◽  
Author(s):  
Peixu He ◽  
Xiaoling Wang ◽  
Mengying Wu ◽  
Christophe Estay
Keyword(s):  
Emotional Exhaustion ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Deviant Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Conservation Of Resources ◽  
Employee Silence ◽  
The Relationship ◽  
Compulsory Citizenship Behavior

Past research on citizenship behavior has pointed primarily to its voluntary side—organizational citizenship behavior (OCB)—but some scholars have suggested that there is a nonvoluntary version of citizenship behavior—compulsory citizenship behavior (CCB). Drawing on conservation of resources theory and social identity theory, in this research we firstly examined the psychological mechanism underlying the relationship between CCB and the critical workplace deviant behavior of employee silence by developing a moderated mediation model wherein CCB predicted subordinates' silence behavior through emotional exhaustion, with organizational identification acting as the boundary condition. Results from 2-wave lagged data (N = 242) collected in the manufacturing sector in China support our hypothesized model. We found that CCB was positively related to employee silence, and emotional exhaustion fully mediated this relationship; organizational identification weakened the relationship between CCB and emotional exhaustion, and organizational identification weakened the indirect effect of CCB on employee silence via emotional exhaustion. Contributions, practical implications, and several promising avenues for future research are discussed.

scholarly journals The effects of abusive supervision, emotional exhaustion and organizational commitment on cyberloafing: a moderated-mediation examination

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Pang Kiam Lim ◽  
Kian Yeik Koay ◽  
Wei Ying Chong
Keyword(s):  
Organizational Commitment ◽  
Emotional Exhaustion ◽  
Structural Equation ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model

PurposeCyberloafing (employees' non-work-related online activities at work) has become a common workplace problem for many organizations. Research investigating the underlying mechanisms and boundary conditions under which abusive supervision influences cyberloafing remains largely underdeveloped. Drawing from social exchange theory and conservation of resources theory, we developed a moderated-mediation model in which emotional exhaustion was theorized as a unique mechanism underlining why employees are more likely to engage in cyberloafing under the supervision of abusive leaders. In addition, we proposed that organizational commitment to be a relevant boundary condition to influence such a relationship.Design/methodology/approachWe collected 255 data from employees working in public listed companies in Malaysia and used partial least squares structural equation modeling (PLS-SEM) to analyze the data.FindingsThe results showed that the influence of abusive supervision on cyberloafing through emotional exhaustion is only significant when organizational commitment is low.Originality/valueThis study constructed a moderated-mediation model by introducing the potential mediating effect of emotional exhaustion and the moderating effect of organizational commitment to reveal the mechanism through which abusive supervision related to cyberloafing.

Compulsory Citizenship Behavior and Facades of Conformity: A Moderated Mediation Model of Neuroticism and Citizenship Pressure

2021 ◽  
pp. 003329412110317
Author(s):  
Huai-Liang Liang
Keyword(s):  
Social Exchange ◽  
Social Relations ◽  
Social Exchange Theory ◽  
Citizenship Behavior ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
The Social ◽  
The Relationship ◽  
Work Domain ◽  
Compulsory Citizenship Behavior

Drawing on the social exchange theory, this study investigates how compulsory citizenship behavior (CCB) produces facades of conformity through citizenship pressure, and whether neuroticism moderates the relationship among them. This study surveyed 356 employees (259 males, 97 females; average age 37.7 years) of a northern Taiwanese corporation to investigate the relationship among CCB, citizenship pressure, and facades of conformity. The study found that neuroticism moderates the strength of the indirect effect of CCB and facades of conformity through citizenship pressure, such that the mediated relationship is stronger under high neuroticism than under low neuroticism. It also suggests that a relationship among CCB, citizenship pressure, and facades of conformity exists, in which a negative response leads to generalized pressure in organizations. Finally, this study proposes that managers and employers should consider that CCB may result in false conformity by employees and introduce negative citizenship pressure into the work domain. In addition, employers should encourage employees to build social relations to avoid CCB. Organizations and leaders need to generate environments within which employees support extra-role activities in the workplace.

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