Palabras clave
Supervisor OCB
Guilt
Affective events theory
Coworker support
Cómo citar
Resumen
Purpose – Drawing on affective events theory, this study positions role overload and supervisor frustration as antecedents of abusive supervision, leading to supervisor-led organizational citizenship behavior. In a mediated-moderationsed analysis, we question whether coworker support moderates the relationship between supervisor frustration and abusive supervision and whether guilt mediates between abusive supervision and supervisor-led OCB. Theoretical framework– This research study is inspired by the assumptions of affective events theory.
Design/methodology/approach – In a time-lagged survey, we collected data from 351 medical supervisors employed in private hospitals in Pakistan. The PROCESS macro is used to perform a mediated-moderation analysis. Furthermore, the research is analyzed based on structural equation modeling (SEM) proceduresusing the AMOS software, version 26.0.
Findings – The results demonstrate hat role overload predicts supervisor frustration, leading to abusive supervision. Moreover, when coworker support is high, the relationship between supervisor frustration and abusive supervision is weaker. Supervisor frustration and guilt mediate the path from role overload to supervisor frustration, abusive supervision,and supervisor OCB, respectively.
Practical & social implications of research– Organizational policymakers should consider role overload as an element that causes stress and frustration among medical supervisors, resulting in abusive behavior towards their subordinates. Thus, some normative measures might be appropriate to reduce abusive supervision in the healthcare sector. Socially, this study can help in combating frustration and aggression among working people,representing a significant proportion of Pakistani society.
Originality/value – The mediators, such as supervisor frustration and guilt, advance our understanding
of abusive supervision research.
Keywords: Abusive supervision, supervisor OCB, guilt, affective events theory, coworker support.
Citas
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BAGOZZI, R., YI, Y., & PHILLIPS, L. W. (1991). Assessing construct validity in organizational research. Administrative Science Quarterly, 36(34), 21-58.
BALLALIS, H. (2018). The rationale behind the need for organizational citizenship behavior and job satisfaction. Acta Et Commentationes, 13(2), 97-106.
BECKER, D. (2021). Feeling right about doing right, even if it was difficult? Emotional and behavioral consequences of conflict during ethical consumer decision‐making.
Journal of Consumer Behaviour, 20(3), 817-826. http://dx.doi.org/10.1002/cb.1911.
BERKOWITZ, L. (1989). Frustration-aggression hypothesis: Examination and reformulation. Psychological Bulletin, 106(1), 59-73. http://dx.doi.org/10.1037/0033-2909.106.1.59. PMid:2667009.
BERND, D. C., & BEUREN, I. M. (2021). Selfperceptions of organizational justice and burnout in attitudes and behaviors in the work of internal auditors. Revista Brasileira de Gestão de Negócios, 23(3), 422-422. http://dx.doi.org/10.7819/rbgn.v23i3.4110.
BOLINO, M. C., & TURNLEY, W. H. (2005). The personal costs of citizenship behavior: The relationship between individual initiative and role overload, job stress, and work-family conflict. The Journal of Applied Psychology, 90(4), 740-748. http://dx.doi.org/10.1037/0021-9010.90.4.740. PMid:16060790.
BORMANN, K. C., & GELLATLY, I. R. (2021). It’s only abusive if I care: The effect of organizational concern on abusive supervision, stress, and work behaviors. Journal of Personnel Psychology, 21(3), 125-136.
BRO, R., & SMILDE, A. K. (2014). Principal component analysis. Analytical Methods, 6(9), 2812-2831. http://
dx.doi.org/10.1039/C3AY41907J.
CARPENTER, N. C., BERRY, C. M., & HOUSTON, L. (2014). A meta‐analytic comparison of self‐reported
and other‐reported organizational citizenship behavior. Journal of Organizational Behavior, 35(4), 547-574. http://dx.doi.org/10.1002/job.1909.
CHEN, L., CHEN, M., ZHANG, H., & YAN, X.-M. (2021). Interrupting the crossover effect of leader’s role overload on employee’s negative affect: The moderating role of self-concordance goal. Journal of Managerial Psychology
CHEUNG, G. W., & LAU, R. S. (2008). Testing mediation and suppression effects of latent variables: Bootstrapping with structural equation models. Organizational Research Methods, 11(2), 296-325. http://dx.doi.org/10.1177/1094428107300343.
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