Benefits and Challenges Encountered by Working Students

Schoffstall, Donald G.; Arendt, Susan W.

doi:10.1080/10963758.2014.880614

Cited by 12 publications

(3 citation statements)

References 22 publications

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“…Torres et al, 2017;Wang and Chen, 2020), consuming both mental and emotional resources (Prentice et al, 2013). This is especially stressful for hospitality working students who need to balance the demands of school and work (Barron and Anastasiadou, 2009;Schoffstall and Arendt, 2014;Hsu, 2013). Since abusive supervision exhausts employees' resources (Whitman et al, 2014), abused employees tend to conserve the remaining resources by withdrawing from work (Chi and Liang, 2013) and lowering engagement (Lyu et al, 2016b).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…With no alternative supportive resources at work, they are inclined to reserve their limited resources: they do not have the motivation or capability to provide superior service. Since hospitality working students have limited experience, they depend on supervisors and coworkers to provide hands-on service training (Barrows and Hobson, 1993;Barron and Anastasiadou, 2009;Schoffstall and Arendt, 2014). In the case of abusive supervision, coworker support can make a difference in their service performance because coworkers provide the essential information on service routines and emotional support to deal with abusive supervision.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…First, these young talents are in their early stages of hospitality careers. Most of them work in frontline jobs around their class schedules (Schoffstall and Arendt, 2014). Their lack of bargaining power may make them more likely to become victims of abusive supervision (Yu et al, 2020;cf.…”

Section: Introductionmentioning

confidence: 99%

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The recursive relationship between abusive supervision and service performance

Shum

2020

JHTI

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PurposeDrawing upon the conservation of resources theory, this study investigates the recursive relationship between abusive supervision and service performance and the moderating role of coworker support in this recursive relationship.Design/methodology/approachThis study tests the model using moderated cross-lagged analysis with a three-wave longitudinal data from 146 hospitality employees who were working and studying in hospitality.FindingsResults support the recursive relationship: abusive supervision impairs service performance and employees with low service performance provoke abusive supervision. Coworker support mitigates the lagged effect between abusive supervision and service performance and that between service performance and abusive supervision.Practical implicationsHospitality organizations should have a zero-tolerance policy toward abusive supervision. Employees who would like to avoid abuse should improve their service performance and seek coworker support.Originality/valueThis study uses a novel analytical approach to examine the recursive relationship between abusive supervision and service performance. It provides evidence on the bidirectional causal relationship and sheds light on how employees can avoid getting abused. This study is also one of the first studies that examine the moderating role of coworker support on the effect of service performance on abusive supervision.

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