Consequences of abusive supervision on Indian service sector professionals: a PLS-SEM-based approach

Abstract

Purpose The present study aims to investigate the direct and indirect relationship between abusive supervision (AS) and employees’ intention to quit (ITQ) and employee misconduct (EM). Though the direct relationship was investigated in past studies; however, the indirect effect of the said relationships via workplace ostracism (WO) and the interaction effect of resilience on the direct relationship based on the conservation of resource theory and social exchange theory were hardly explored. Design/methodology/approach The data was collected through a cross-sectional survey using standardized measures. In the current study, the responses from 575 respondents were analysed using partial least squares structural equation modeling to test the hypotheses. Findings The study’s findings stressed that AS positively affects an employee’s ITQ and EM. WO was found to be a significant mediator and resilience as a significant moderator for AS, ITQ and EM relationships. Originality/value The study is one of the few studies in the Indian context linking AS to ITQ and EM in the presence of WO as a mediator and resilience as a moderator.

Vicarious abusive supervision among restaurant frontline employees: the role of employee industry tenure

“…One sample item is “This employee volunteers to do things for my organization”. In line with existing VAS research (Chen and Liu, 2019; Srivastava et al , 2022), gender and level of education of employees were controlled. Gender differences have been empirically demonstrated in terms of emotion regulation, potentially shaping an individual’s tendency for affective rumination and subsequent behavioural reactions following the encounter with VAS (McRae et al , 2008).…”

Do Job Autonomy Influence Employee Engagement? Examining the Mediating Role of Employee Voice in the Indian Service Sector

“…The Indian service is one of the prominent sectors of the Indian economy, having the highest contribution to GDP, drawing the greatest foreign investment, and producing a considerable number of jobs. 50 The services sector accounted for 54% of the total gross value added in FY21 (www.ibef.org/industry/services.aspx). By 2024, it hopes to address the demand for additional human resources by skilling and re-skilling more than 100,000 people through the Skill India initiative (www.ibef.org/ industry/services.aspx).…”

Does religiosity matter in the workplace? A moderated-mediated examination of abusive supervision, revenge and deviance

“…Research suggests that abusive actions or behaviors induce feelings of anguish, anger and vengeance against the perpetrator (Akram et al , 2021; Folger and Skarlicki, 1998; Srivastava et al , 2022). In a workplace context, this abuse could be in the form of public criticism, for example when a supervisor humiliates employee(s) and makes fun of them for their inferior performance in front of their whole department.…”

“…Abusive supervision has been linked with various undesirable consequences for individuals and organizations, including job dissatisfaction, burnout (Tepper, 2007;Tepper et al, 2004;Wang et al, 2012), poor performance (Sarkar and Garg, 2020;Pradhan et al, 2019;Wang et al, 2022), increased risk of health issues (Ganster and Rosen, 2013) and a toxic work environment (Ma and Liu, 2019). Moreover, a growing body of research suggests a positive A moderatedmediated examination relationship between abusive supervision and deviant work behavior (DWB; Srivastava et al, 2022;Agarwal et al, 2022;Brees et al, 2014;Hoobler and Brass, 2006).…”