Exploring the impact of abusive supervision on employee' voice behavior in Chinese construction industry: a moderated mediation analysis

Abstract

PurposeThe purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating role of ethics-related self-efficacy and work engagement and the moderating influence of psychological climate in explaining the association between abusive supervision and employee voice behavior.Design/methodology/approachThis study used data in pairs collected from 402 supervisors and employees of construction companies in Anhui, China. In this study, the authors used the time-lag approach to collect data in three-time waves from different respondents. A structural equation modeling (SEM) approach was applied to test the hypothesized model.FindingsThe results of this study indicate that there is a significant association between abusive supervision and employee voice. Moreover, the results indicated that work engagement mediated the association between abusive supervision and employees' voice. In contrast, self-efficacy did not mediate the link between abusive supervision and employee voice. Furthermore, results also show that the contingent effect of psychological climate significantly influences the mediating effect of work engagement.Originality/valueThis study also has implications for the construction industry, allowing managers to create a favorable working atmosphere in which employees can reinforce their voices at work.

A multistudy analysis of abusive supervision and social network service addiction on employee's job engagement and innovative work behaviour

“…Our findings are based on a sample from China, and Chinese culture is built on collectivism (Li et al, 2014) rather than individualism, as it is in the West. Our findings backed with previous research that claimed organizational support is just as crucial in Eastern cultures as it is in Western cultures (Khan & Khan, 2021) and perhaps more important in Chinese culture due to collectivism. Thus, Chinese employees may be more accustomed to abusive supervision, and collectivist orientation helps to mitigate the harmful impacts of abusive supervision at work to some extent.…”

“…A recent past study has indicated that abusive supervision is a significant influencer of creativity (Khan et al, 2020). Another study found that abusive behaviour had an impact on workplace engagement (Khan & Khan, 2021). Furthermore, the mediating effect of job engagement was explored and found to be significant in the relationship between psychopathic behaviour and creativity in the Chinese tourism business (Khan et al, 2020).…”

“…The study relied on the COR theory to back up and justify our theoretical predictions. An abusive and insulting work environment contributes to poor employee performance due to a lack of job engagement and effective participation (Khan & Khan, 2021). Workplace aggressiveness, such as abusive supervision, has a variety of stress‐related outcomes and is thought to be a source of stress for victims (Tepper, 2000).…”

“…Abusive supervision is said to have a negative impact on areas of the workplace, including employee satisfaction (Tepper, 2000). Besides that, it suggests that abusive supervision has a significant impact on an employee's work life and that he or she can engage in negative behaviours including deviant behaviour as a result (Khan & Khan, 2021; Michel et al, 2016; Thau et al, 2009) and resource loss (Moin et al, 2021; Zhang et al, 2019). In certain aspects of the employee's life, the consequences of abusive supervision seem to be far‐reaching and lead to resource depletion.…”

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“…We analyzed the conceptual model by using the SEM approach, and in prior studies, this approach [SEM: using Analysis of Moment Structures (AMOS) 24.0] has been extensively used ( Khan and Khan, 2021 ). Fit indices showed that the proposed model has an adequate fit (χ2/df = 273.619/184 = 1.487; CFI = 0.981; TLI = 0.987; and RMSEA = 0.031).…”