Impact of abusive supervision climate on employees’ prohibitive voice behavior through abusive supervision and cognitive rumination: A case of Pakistan

Tahir, Zara; Khan, Muhammad Asif

doi:10.34091/ajss.12.2.15

Cited by 8 publications

(10 citation statements)

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“…More specifically, Kakkar et al (2016) suggests that employees opting for promotive voice gain support from their immediate supervisors, whereas, to avoid harmful practices, those employees may also prefer to raise prohibitive voice. In line with that, Tahir and Khan (2019) and Liang et al (2012) argue that employees engage in prohibitive voice to point out issues that may be harmful to organizational functioning. As prohibitive voice is risky and is mostly unwelcomed, and may be seen as destructive, employees sparingly engage in this form of voice (Lin and Johnson, 2015).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 90%

“…Eissa et al (2019) and Tahir and Khan (2019) suggest that abusive supervision may be seen as a dysfunctional type of leadership where supervisors always consider their employees at fault, hence directing their anger and insults toward them. Abusive supervision leads to negative emotions such as distrust, annoyance and anxiety and ultimately, results in harmful behavior that is detrimental for organization (Eissa and Lester, 2017).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

“…Employees who engage in prohibitive voice follow this strategy very carefully and work vigilantly (Lin and Johnson, 2015) as the possibility of abusive experience decreases as the level of accuracy and awareness increases (Liang et al , 2012). Tahir and Khan (2019) and Jada and Mukhopadhyay (2019) suggest that victims of such abusive supervision start reacting and responding to abusive supervisors by confrontation generated by cognitive rumination. Hence, they engage in prohibitive voice.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

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Employee state paranoia: linking abusive supervision with employee voice behavior

Rani

Shah

Umrani

et al. 2021

LODJ

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PurposeUtilizing affective event theory (AET), this paper aims to understand the affective reasoning behind choosing to speak up for or against abusive supervision. For this purpose, the authors examine the underlying mechanism of employee state paranoia in the relationship between abusive supervision and promotive and prohibitive voice of employees.Design/methodology/approachData from 307 microfinance bank employees were collected using supervisor–subordinate nested design and time-lag approach. The analysis was performed through partial least square (PLS) structural equation modeling using Smart PLS software.FindingsThe results support the direct relationship of abusive supervision with promotive and prohibitive voice. They also support the mediating relation of paranoia arousal between abusive supervision and promotive voice. However, the results do not support the mediating relationship of paranoia arousal between abusive supervision and prohibitive voice.Originality/valueIn light of the literature drawn from AET and empirical data, this study forwards robust recommendations for theory and practice and may assist future researchers interested in the role of employee paranoia arousal.

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Section: Literature Review and Hypotheses Developmentmentioning

confidence: 90%

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

See 1 more Smart Citation

Employee state paranoia: linking abusive supervision with employee voice behavior

Rani

Shah

Umrani

et al. 2021

LODJ

View full text Add to dashboard Cite

show abstract

“…When abusive supervision is perceived by most of the employees working in the same work environment, an abusive supervision climate occurs (Tahir & Khan, 2019). In an abusive supervision climate, the employees readjust their behaviours and attitudes (Khan, 2017).…”

Section: Introductionmentioning

confidence: 99%

Abusive supervision climate and turnover intention: Is it my coworkers or my supervisor ostracizing me?

Özkan

2021

J Nursing Management

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Aim The purpose of this study is to investigate the relationships between turnover intention and related constructs in an abusive supervision climate. Background An abusive supervision climate is a work environment that is affected by the negative attitudes of an abusive supervisor. Method The constructs are chosen in light of upper echelons theory and social learning theory. The snowball sampling method is used to reach the participants, and 230 nurses working in Turkish hospitals participated in this survey that measured abusive supervision, workplace incivility and ostracism. Pearson's correlation analysis and multiple and hierarchical linear regression analyses are carried out. Results The results suggested that abusive supervision, workplace incivility and workplace bullying have a positive effect on turnover intention as hypothesized. Abusive supervision has a significant and positive effect on workplace incivility and workplace bullying. The partial mediating effects of workplace bullying, workplace incivility and workplace ostracism on the relationship between abusive supervision and turnover intention are also confirmed. Conclusion The significant relationships and the nonsignificant relationship provided evidence for an abusive supervision climate. Implications for Nursing Management Top managers of the health care facilities should attempt to determine the abusive supervisors to manage the work environment and turnover intention of nurses.

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“…The study showed that the same was not true for employee voice, and affective rumination did not lead to employees speaking up. However, a more recent study by Tahir and Khan (2019) showed that adverse work-related circumstances could activate work-related rumination and the consequential voice behaviour of employees. The study also acknowledged how this occurrence could be fostered by employees responding to the specific situation, utilising "intervention" means.…”

Section: Work-related Rumination and Employee Voice And Silencementioning

confidence: 99%

The Relationships Between Work-Related Rumination, Employee Voice and Silence, Turnover Intention, and Job Satisfaction

Plessis¹,

Beer²

2022

mrev

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How employees think about their work after the end of their working day has received renewed emphasis recently. Work-related rumination could affect employees' voice behaviour. Some employees could prefer to speak up about ideas or concerns that bother them on an ongoing basis, and other employees can choose instead to remain silent. This could further impact specific organisational outcomes, such as employees' satisfaction in their job and their intention to leave the organisation. The objective of this study was to investigate the relationships between work-related rumination, employee voice and silence, turnover intention, and job satisfaction. A cross-sectional research design was used to collect data from a general sample of employees (n = 332). Structural equation modelling methods were used for data analysis. The results showed the proposed direct relationships between the research constructs, except between affective rumination and employee voice, and also employee voice and job satisfaction. Indirect relationships also showed how employee voice and silence played mediating roles in the relationships between work-related rumination and turnover intention. Organisations should be aware of the dynamics between work-related rumination and employee voice and silence behaviour within their organisation as this affects outcomes.

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Impact of abusive supervision climate on employees’ prohibitive voice behavior through abusive supervision and cognitive rumination: A case of Pakistan

Cited by 8 publications

References 0 publications

Employee state paranoia: linking abusive supervision with employee voice behavior

Employee state paranoia: linking abusive supervision with employee voice behavior

Abusive supervision climate and turnover intention: Is it my coworkers or my supervisor ostracizing me?

The Relationships Between Work-Related Rumination, Employee Voice and Silence, Turnover Intention, and Job Satisfaction

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