The relationship between abusive supervision and employee's reaction: the job demands-resources model perspective
The relationship between abusive supervision and employee's reaction: the job demands-resources model perspective
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DOI：
10.1108/pr-01-2019-0002
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发表时间：
2020-04-02
期刊：
影响因子：
3.9
通讯作者：
Lu, Szu-Chi
中科院分区：
文献类型：
--
作者：
Huang, Liang-Chih;Lin, Cheng-Chen;Lu, Szu-Chi
本研究基于工作需求-资源模型，提出将虐待性监督视为导致员工情绪耗竭的一种工作需求，从而产生心理退缩行为。此外，工作制作可以被视为获得工作资源的一种手段，它缓冲了虐待性监督对员工情绪耗竭的影响。此外，本研究还发现，工作制作对虐待监督和心理退缩行为的调节作用将通过情绪耗竭来调节。设计/方法/方法考虑到常用方法方差的问题，采用多时相研究设计收集数据，并采用哈曼单因素检验进行检验。此外，还进行了一系列验证性因素分析，以确保测量的判别效度。对267名参与者的样本进行了适度中介假设的测试。结果过程模型分析表明，情绪耗竭在虐待监管与心理戒断行为之间起部分中介作用。此外，工作制作缓冲了虐待性监管对情绪耗竭的不利影响，较不耗竭的员工表现出较少的心理退缩行为。本研究提出了一个有调节的中介模型来考察虐待性监管如何以及何时导致更多的员工心理退缩行为，并发现情绪耗竭是一个潜在的机制，而工作制作是一个潜在的调节因素。具体而言，研究发现，员工将虐待性监督视为工作需求的一种社会和组织方面，这将加剧情绪耗竭，从而导致更多的心理退缩行为。然而，当员工将自己视为工作制造者时，他们可以采取各种工作制造者行为来减少情绪耗竭，从而减少心理退缩行为。
Purpose Based 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/approach Considering 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. Findings The 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/value This 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.