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

Kim, Hyosun; Chen, Yunlu; Kong, Hyewon

doi:10.3390/su12010288

Cited by 24 publications

(22 citation statements)

References 54 publications

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“…This implies that AS needs to be considered as an important agent of service organizations that leads to changes in employees' behaviors and attitudes, which in turn leads to organizations' sustainable development in the market. This important finding is congruent with previous empirical studies [6,7] that suggested that AS is an important factor that affects organizations' sustainable development in service industries. Thus, our study extended our understanding regarding AS and we call for further research on its direct impacts on the sustainable performance of organizations.…”

Section: Theoretical Implicationssupporting

confidence: 91%

“…The authors found that abusive supervision has a significant impact on employees' psychological well-being and turnover intention. Kim et al's 2020 study [7] also suggested that abusive supervision is considered a serious threat to the health of the affected employees and the sustainable development of organizations. A close link between organizational leadership/supervision and the sustainable development of organizations was also confirmed by several famous theories and approaches.…”

Section: Introductionmentioning

confidence: 99%

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The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis

et al. 2021

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This study investigated the effect of abusive supervision on employee organizational identification by analyzing the mediating effect of psychological contract violation. In addition, it explored the moderating role of favoritism in the direct association of abusive supervision and organizational identification and the indirect effect through psychological contract violation. A total of 488 seasonal, immigrant, and part-time employees from family-run hotel organizations were surveyed during the data collection process. By utilizing Hayes’s macro, we found that abusive supervision and psychological contract violation had a significant negative effect on organizational identification. In addition, the results showed that psychological contract violation mediated the effect of abusive supervision on organizational identification and favoritism moderated the effect of abusive supervision on psychological contract violation. The findings highlight the detrimental effects of favoritism and abusive supervision on employee outcomes in the hospitality industry.

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Section: Theoretical Implicationssupporting

confidence: 91%

Section: Introductionmentioning

confidence: 99%

The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis

et al. 2021

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“…In an effective organisation, employees commonly go beyond their formal job responsibilities ('inrole') to perform non-mandatory ('extra-role') tasks with no expectation of additional recognition or CJLG June 2021 27 compensation (Kim et al 2020). Decentralised LGs, like any organisation, will benefit by elevating employees' OCB as a means of promoting better service delivery.…”

Section: Definitions Of Organisational Citizenship Behaviourmentioning

confidence: 99%

Organisational citizenship behaviour and service delivery in urban local governments in Uganda

Turyasingura

Nabaho

2021

CJLG

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The quality of service delivery in decentralised local governments (LGs) in Uganda remains largely unsatisfactory, despite central government’s efforts to improve resource allocation and develop supporting legal frameworks. This has been partly linked to the extent to which LG staff exhibit ‘organisational citizenship behaviour’ (OCB). Extant literature has not given adequate attention to OCB in the decentralisation discourse, especially in sub-national governments within developing countries such as Uganda. This paper tackles the issue of OCB among LG employees and its relationship to service delivery by addressing the following questions: (a) what is the level of OCB among LG employees and (b) to what extent do various dimensions of OCB relate to the quality of service delivery in the decentralised LG context? The study is a cross-sectional survey of 165 LG staff in central Uganda. Both quantitative and qualitative data were collected. Using content analysis and correlational analysis, the study found that OCB among LG employees is too low, and that higher levels of OCB are associated with improved service delivery. The study recommends that LGs should prioritise effective leadership and supervision, a client-centred performance culture, and empowerment of staff in order to promote OCB among employees and thereby enhance service delivery to local communities.

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“…SCT suggests that individuals' perceptions of CSE and expectations of outcomes vary depending on the situation [54]. Abusive supervision creates a negative organizational atmosphere, threatening personal growth and the sustainable development of the organization [55]. When employees are subjected to abusive supervision, they believe that their supervisors lack respect for them and do not want to be associated with them.…”

Section: Mediating Effect Of Creative Self-efficacymentioning

confidence: 99%

The Effects of Abusive Supervision and Motivational Preference on Employees’ Innovative Behavior

2020

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Individual innovative behavior has an important relationship with the sustainable development of an organization. Thus, mostly drawing on social cognitive theory, this study examined the relationship between abusive supervision and employees’ innovative behavior, focusing on the mediating role of creative self-efficacy and the moderating role of motivational preference. In an analysis of time-lagged data from three technological, innovation-based enterprises in Shenzhen, this study found that abusive supervision was negatively related to employees’ innovative behavior and that this relationship was mediated by creative self-efficacy. Moreover, motivational preference was found to moderate this relationship as well as that between abusive supervision and creative self-efficacy. Employees with higher levels of motivational preference (i.e., intrinsic motivational preference weighs more than extrinsic motivational preference) are more vulnerable to abusive supervision, causing lower creative self-efficacy performance and less innovative behavior. Alternately, employees with lower levels of motivational preference (i.e., extrinsic motivational preference weighs more than intrinsic motivational preference) are less vulnerable to abusive supervision, thus resulting in a weaker negative relationship between abusive supervision and their creative self-efficacy and innovative behavior.

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

Cited by 24 publications

References 54 publications

The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis

The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis

Organisational citizenship behaviour and service delivery in urban local governments in Uganda

The Effects of Abusive Supervision and Motivational Preference on Employees’ Innovative Behavior

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