scholarly journals The Effect of Abusive Supervision on Safety Behaviour: A Moderated Mediation Model

2021 ◽  
Vol 18 (22) ◽  
pp. 12124
Author(s):  
Xinyong Zhang ◽  
Zhenzhen Sun ◽  
Zhaoxiang Niu ◽  
Yijing Sun ◽  
Dawei Wang
Keyword(s):  
Leadership Behavior ◽  
Abusive Supervision ◽  
Practical Significance ◽  
Safety Behavior ◽  
Employee Safety ◽  
Safety Compliance ◽  
The Impact ◽  
The Relationship ◽  
Safety Behaviour ◽  
Safety Motivation

Leadership behavior has an impact on the behavior of employees. Previous studies have mainly studied the impact of positive leadership behaviors on employees’ behaviors, but there is an absence of research on the impact of negative leadership behaviours (abusive supervision) on safety behaviours (including safety participation and safety compliance). In this study, 599 front-line employees in the petrochemical industry were selected as subjects. Abusive supervision, safety behaviour, safety motivation and a conscientiousness questionnaire were used as measurements to explore the relationship between abusive supervision and employee safety behaviors, and to further explore the roles of safety motivation, conscientiousness and the relationship between them. This study found that abusive supervision is negatively related to employee safety behaviours (safety compliance and safety participation); that safety motivation plays a mediating role in the relationship between abusive supervision and employees’ safety behavior; and that conscientiousness moderates the role of safety motivation between the relationship of abusive supervision and employees’ safety behaviour. With a higher level of conscientiousness, the indirect relationship between abusive supervision and employee safety behaviours is weaker. Finally, we discuss the theoretical and practical significance of these findings for abusive supervision and the management of safety behaviours.

The effect of abusive supervision on safety behaviour of Chinese underground miners: a multi-level moderated mediation analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xinfeng Ye ◽  
Shaohan Cai ◽  
Zhining Wang
Keyword(s):  
Cognitive Processing ◽  
Power Distance ◽  
Abusive Supervision ◽  
Processing Variable ◽  
Content Type ◽  
Self Reflection ◽  
Safety Compliance ◽  
Multi Level ◽  
The Relationship ◽  
Safety Behaviour

Purpose Prior research has suggested that abusive supervision has negative impacts on various work outcomes. However, little attention has been paid to the relationship between abusive supervision and employees’ safety behaviour. The purpose of this study is, therefore, to address these limitations by developing and testing a theoretically based conceptual model that explicitly considers the underlying mechanism and boundary condition of the relationship between abusive supervision and safety behaviour of underground coal miners in China. Design/methodology/approach At Time 1, the authors conducted a survey of 630 employees to assess their supervisors’ abusive leadership behaviours, their own power distance beliefs and their self-reflection. At Time 2, the authros sent questionnaires to the leaders and invited them to evaluate employees’ safety behaviour in the workplace. After cleaning the survey data, the authors tested our model using a multi-level analysis on a sample (n = 458) of underground miners across 96 coal mining sites in China. Findings The authors propose that abusive supervision decreases employees’ safety compliance/participation by reducing reflection but strengthening rumination. The authors further find that the linkage from abusive supervision to reflection/rumination to safety compliance/participation is affected by power distance. Originality/value To the best of the authors’ knowledge, This is one of the first empirical studies to investigate the mediating effects of a deep cognitive processing variable – namely, self-reflection – and the moderating effects of power distance on the relationship between abusive supervision and safety behaviour.

Transactional leadership and employee safety behavior: Impact of safety climate and psychological empowerment

2019 ◽  
Vol 47 (6) ◽  
pp. 1-9 ◽  
Author(s):  
Xiaohua Bian ◽  
Yueyi Sun ◽  
Zhihong Zuo ◽  
Juzhe Xi ◽  
Yilin Xiao ◽  
...  
Keyword(s):  
Construction Industry ◽  
Transactional Leadership ◽  
Safety Climate ◽  
Psychological Empowerment ◽  
Safety Behavior ◽  
Mediating Role ◽  
Employee Safety ◽  
The Impact ◽  
The Relationship

We explored the influence of transactional leadership on employees’ safety behavior, and investigated the impact of safety climate and psychological empowerment on this influence. By surveying 260 employees in the construction industry, we obtained the following results: First, transactional leadership negatively predicted safety climate, psychological empowerment, and employees’ safety behavior. Second, safety climate and psychological empowerment positively predicted employees’ safety behavior. Third, safety climate and psychological empowerment played a mediating role in the relationship between transactional leadership and employee safety behavior. Practical and theoretical implications of the findings are discussed.

An uncertainty management theory on the effects of abusive supervision

2019 ◽  
Vol 57 (11) ◽  
pp. 3079-3095 ◽  
Author(s):  
Jih-Hua Yang ◽  
Cheng-Chen Lin ◽  
Shih-Chieh Fang ◽  
Ching-Ying Huang
Keyword(s):  
Leadership Behavior ◽  
Future Orientation ◽  
Abusive Supervision ◽  
Uncertainty Management ◽  
Management Theory ◽  
Equation Modeling ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Uncertainty Management Theory

Purpose The vast majority of research on traditional leadership focuses on effective and positive leadership behavior. However, scholars have begun to pay attention to the impact of negative leadership behavior on employees and the organization. Hence, the main purpose is to examine the effects of abusive supervision. While the literature does not examine the time future orientation of the effects of abusive supervision, the purpose of this paper is to fill up this gap and examine the moderating role of future orientation. Design/methodology/approach A total of 584 valid questionnaires were collected from respondents aged between 21 and 30 years old and analyzed using the hierarchical regression and structural equation modeling method. Findings The main results show that abusive supervision positively affects counterproductive work behavior and future orientation positively moderates both the relationship between abusive supervision and originality behavior and the relationship between abusive supervision and organizational citizenship behavior (OCB). Originality/value This study demonstrates the moderating roles of future orientation in the effects of abusive supervision, and thus deepens the understanding of the moderating effect. It departs from the prior works and presents a more detailed examination examines the distinct dimensions of personality traits. It makes three main theoretical contributions. First, it introduces uncertainty management theory as a means to interpret the effects of abusive supervision. Second, it contributes to the literature on abusive supervision. Third, it does not lead to discovery as an OCB and originality, conclusions which differ from the results suggested in past literature.

scholarly journals THE IMPACT OF EMPLOYEE SAFETY CLIMATE ON SAFETY BEHAVIOR IN SMALL & MEDIUM ENTERPRISES: AN EMPIRICAL STUDY

2020 ◽  
Vol 8 (3) ◽  
pp. 163-177 ◽  
Author(s):  
Nor Azma Rahlin ◽  
Zainudin Awang ◽  
Mohamad Zulkifli Abdul Rahim ◽  
Ayu Suriawaty Bahkia
Keyword(s):  
Factor Analysis ◽  
Safety Climate ◽  
Research Work ◽  
Safety Performance ◽  
Safety Behavior ◽  
Employee Safety ◽  
Small Medium Enterprises ◽  
Medium Enterprises ◽  
The Impact ◽  
The Relationship

Purpose of the study: The objective of this study is to examine the mediation effect of ESC on the relationship between climate constructs and intention to Safety in small and medium enterprises. Methodology: A structured self-administrative questionnaire was distributed to the employee of the small-medium enterprise in Peninsular Malaysia using simple random sampling. The Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) procedure were carried out to filter the items and validate the constructs in the study. The study tested the proposed hypotheses using the second-generation method of multivariate analysis Structural Equation Modelling (SEM. Furthermore, the results were confirmed through the bootstrapping procedure. All analysis of this study was conducted using IBM-SPSS-AMOS version 24.0. Main Findings: All items retained from EFA results were rearranged for the field study questionnaire. The CFA results indicated that the absolute fit index (RMSEA= 0.071) CFI = 0.975, TLC = 0.964, chisq/df = 2.431 achieved the requirement level. The results of this present study revealed that employee safety climate mediated the relationship between WO, IWE, and intention to safety behavior. Additionally, results indicated that ESC is the most prominent factor of intention to safety behavior. Applications of this study: The results from this study contribute to the improvement of proactive safety performance measures in small-medium enterprises, but further efforts are required for achieving an excellent safety performance level. Novelty/Originality of this study: The present study adds to the literature of safety performance and provides direction for future research work in this area. Additionally, the results of this present study mark an important step towards standardizing the measurement of safety climate in small and medium industries.

scholarly journals Characteristics of the productive-economic indicators of cows of Yaroslavl breed of different genotypes

2020 ◽  
pp. 43-52
Author(s):  
N. Kosyachenko ◽  
Marina Abramova ◽  
M. Lapina
Keyword(s):  
Protein Content ◽  
Milk Production ◽  
Milk Yield ◽  
Milk Fat ◽  
Live Weight ◽  
Practical Significance ◽  
Holstein Breed ◽  
Blood Fraction ◽  
The Impact ◽  
The Relationship

Abstract. Aim. The study of the influence of crossbriding on the growth and development of heifers and subsequent productive and reproductive qualities of cows on the first lactation. Methods. Using statistical methods, correlation analysis and ANOVA for evaluated genetic indicators of economic-valuable traits of dairy cattle. In particular was studied live weight of heifers from birth to 18 months, first insemination age and first fecundation age, live weight at fecundation, frequency of insemination, first calving age, days open, live weight at first lactation, milk yield for 305 days (kg), fat (%, kg) and protein (%, kg) in milk. Results. Relationship between productive indicators and the genotype of the animal is established. When assessing the strength of the influence of the factor «blood on the Holstein breed» it was found that the greatest impact can be traced at the age of 6 and 18 months, and is respectively 12.7 % and 17.1 %.The reproductive qualities of the first-calf cows decreased with the increase percent of blood in the Holstein breed. Evaluation of the impact of crossbreeding on milk production at first lactation has revealed significant strong influence on milk yield for 305 days of first lactation, and related signs the amount of milk fat and protein. According to qualitative indicators, the low influence of the Holstein blood fraction was found, while to a greater extent on the fat content than on the protein content in milk. Evaluation of phenotypic and genotypic correlations of milk yield and quality components of milk revealed average negative phenotypic and low negative genotypic correlation in all groups. The exception was in heifers of Yaroslavl breed with percent of Holstein blood less than 50 %, in which the relationship of yield x protein was positive. The relationship between milk yield and fat and protein content in milk has the opposite moderate character and strength. Practical significance. Studies was established that breeding of animals of Holstein and Yaroslavl breeds in one herd allows to receive an optimum ratio of milk production with optimal percentage fat and protein. For this herd among animals of the improved genotypes of the Yaroslavl breed, the use of genotypes with a percent of blood in the Holstein breed from 75.1 % to 87.6 % is optimal, which should be taken into account when selecting bulls to the breeding program.

Authentic leadership, person-organization fit and collectivistic orientation: a moderated-mediated model of workplace safety

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shuzhen Liu ◽  
Fulei Chu ◽  
Ming Guo ◽  
Yuanyuan Liu
Keyword(s):  
High Speed ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Workplace Safety ◽  
Safety Behaviors ◽  
Safety Behavior ◽  
Content Type ◽  
Safety Compliance ◽  
Person Organization Fit ◽  
The Relationship

PurposeWorkplace safety has been a persistent issue for safety-critical organizations. Based on self-verification theory, this study investigates how authentic leadership affects safety behaviors in a collectivistic context.Design/methodology/approachThis research collected 259 matching questionnaires for high-speed railway (HSR) drivers and their supervisors in China. Specifically, HSR drivers were invited to fill in their general perceived authentic leadership, person-organization fit and collectivistic orientation. In addition, their direct supervisors were invited to assess their safety behaviors.FindingsAuthentic leadership exhibits a significant positive impact on safety compliance and safety participation, implying that authentic leadership positively impacts safety behavior. The person-organization fit partially mediated the relationship between authentic leadership and safety behavior (safety compliance and participation). Furthermore, collectivistic orientation moderates the relationship between authentic leadership and person-organization fit.Originality/valueThe findings of this study provide important insights into authentic leadership and person-organization fit for developing effective strategies to improve workplace safety.

scholarly journals The relationship between abusive supervision and organizational trust: The role of subordinates’ self-esteem

2020 ◽  
Vol 38 (2) ◽  
pp. 181-197
Author(s):  
Maria João Velez
Keyword(s):  
Adverse Effects ◽  
Mediation Analysis ◽  
Organizational Trust ◽  
Abusive Supervision ◽  
Self Esteem ◽  
Organizational Settings ◽  
The Impact ◽  
The Relationship ◽  
Role Behaviors

Interest in abusive supervision (Tepper, 2000) has increased due to its serious personal andorganizational costs. As such, there is a need for additional studies that identify the individuals’ factorsthat can minimize the adverse effects of abusive supervision.Specifically, we predict employee self-esteem as a buffer of the relationship between abusivesupervision, organizational trust and in-role behaviors. Additionally, we suggest organizational trustas a possible mechanism linking abusive supervision to in-role behaviors. Our model was exploredamong a sample of 201 supervisor-subordinate dyads from different organizational settings. The resultsof the moderated mediation analysis supported our hypotheses. That is, abusive supervision wassignificantly related to in-role behaviors via organizational trust when employees’ self-esteem waslow, but not when it was high. These findings suggest that self-esteem buffers the impact of abusivesupervision perceptions on organizational trust, with consequences for performance.

scholarly journals Mediating Role of Perception of Job Insecurity on the Relationship between Despotic Leadership and Work Engagement: Pakistani Perspective

2020 ◽  
Vol 6 (2) ◽  
pp. 377-388
Author(s):  
Riffut Jabeen ◽  
Nazahah Rahim
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Job Insecurity ◽  
Leadership Behavior ◽  
Employee Performance ◽  
Resource Theory ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

The importance of work engagement (vigor, dedication, absorption) in enhancing employee performance is a recognized area of research. In this competitive and hyper turbulent work environment, disengaged workforce is costly for any organization. Despite its importance, a very low rate of work engagement (i.e.5%) has been found in Pakistan. Drawing on conservation of resource theory (COR), this paper proposes a conceptual framework to find out the impact of despotic leadership behavior on work engagement of employees with a mediating mechanism of employee’s perception of job insecurity. In previous literature little research has been done on despotic leadership and no study has found on this relationship before.

When and how abusive supervision leads to knowledge hiding behaviors

2018 ◽  
Vol 39 (6) ◽  
pp. 794-806 ◽  
Author(s):  
Maria Khalid ◽  
Sajid Bashir ◽  
Abdul Karim Khan ◽  
Nida Abbas
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Abusive Supervision ◽  
Time Lags ◽  
Interpersonal Justice ◽  
Content Type ◽  
Values And Beliefs ◽  
Knowledge Hiding ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the association between abusive supervision and knowledge hiding behaviors. The authors further investigate how abusive supervision is linked with knowledge hiding behaviors, and why some subordinates, unlike others, tend to engage in more knowledge hiding behaviors in response to abusive supervision. The authors propose that interpersonal justice mediates the relationship between abusive supervision and knowledge hiding behaviors, and that Islamic work ethics (IWE) weaken the hypothesized relationship between abusive supervision and knowledge hiding behaviors. Design/methodology/approach The data were gathered in three time lags from 224 respondents working in the hospitality industry of Pakistan. Findings The results reveal that the abusive supervision is positively associated with a knowledge hiding behaviors. This relationship is mediated by perceptions of interpersonal justice, but the IWE moderated this relationship such that in the presence of high levels of IWE, the impact of abusive supervision on knowledge hiding behaviors is weak. Practical implications Employees’ values and beliefs can serve as a safeguard against reactions to abusive supervision. The impact of abusive supervision on employees’ behaviors may be minimized by building their ethical values around Islamic principles. Originality/value To the best of the knowledge, this is the first study to examine the relationship between abusive supervision and knowledge hiding behaviors. The authors integrate displaced aggression and social exchange theory with the IWE literature to offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and knowledge hiding behaviors.

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