The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

Arain, Ghulam Ali; Bukhari, Sehrish; Khan, Abdul Karim; Hameed, Imran

doi:10.1017/jmo.2018.44

Cited by 16 publications

(21 citation statements)

References 48 publications

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“…Likewise, non-response bias comparing early and late respondents was not significant. The survey procedures detailed above enabled us to achieve this high response rate, which is similar to that of other studies conducted in Pakistan [ 64 , 65 ]. Overall, we can safely claim that non-response bias did not pose any threat to our results’ representativeness.…”

Section: Methodssupporting

confidence: 58%

Inculcation of Green Behavior in Employees: A Multilevel Moderated Mediation Approach

Saleem

Qadeer

Mahmood

et al. 2021

IJERPH

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In this era of globalization, preventing organizations from undermining and degrading the environment has become a great challenge, especially when considering that organizations are among the major contributors to environmental deterioration. As a result, scholars have recently begun to focus on understanding the key determinants of employee green behavior (EGB), a nascent field within the area of sustainable development and organizational behavior. This study extends the emerging discussion over EGB by investigating how green behavior can be inculcated into employees’ mindsets and under what conditions this can best be accomplished. The present research examines the relationship between ethical leadership and EGB by the mediating mechanisms of green psychological climate, employees’ harmonious environmental passion, and employees’ environmental commitment, through the underpinnings of social learning theory. Further, the study examines the contingency effects of leaders’ pro-environmental attitudes to determine how leaders with ethical attributes and pro-environmental attitudes can create a green psychological climate that ultimately leads to EGB through employees’ harmonious environmental passion and employees’ environmental commitment. The approach to implementing theory development is deductive as the research employed a quantitative research design and survey administration with a time-lagged approach. Multi-level data were collected from 400 respondents working in public and private sector hospitals and universities in Pakistan. The analysis was conducted in MPlus. The results show positive and statistically significant effects of ethical leadership on EGB through the serial mediations of a green psychological climate and employees’ harmonious environmental passion, and a green psychological climate and employees’ environmental commitment. Moreover, the leaders’ pro-environmental attitude contingency strengthens the indirect impact of ethical leadership on EGB. This research provides several managerial implications through which organizations can strategically concentrate on EGB, including saving energy by turning off unused lights, reducing waste, and recycling.

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Section: Methodssupporting

confidence: 58%

Inculcation of Green Behavior in Employees: A Multilevel Moderated Mediation Approach

Saleem

Qadeer

Mahmood

et al. 2021

IJERPH

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“…We control for several variables (i.e. gender, marital status, age, education and organizational tenure) that have the potential to act as statistical confounds (Aboramadan and Karatepe, 2021;Arain et al, 2020b;Agarwal et al, 2021;Syed et al, 2021).…”

Section: Research Modelmentioning

confidence: 99%

“…Six items were tapped to assess FAB (Moss et al, 2003). The extant literature supports the operationalization of the scale developed and validated by Moss et al (2003) (Arain et al, 2020b;Whitman et al, 2014). Example items are "After performing poorly, I would try to schedule outside appointments to avoid my supervisor" and "After performing poorly, I would go the other way when I saw my supervisor coming."…”

Section: Instrumentationmentioning

confidence: 99%

Leader knowledge hiding, feedback avoidance and hotel employee outcomes: a moderated mediation model

Akhtar

Karatepe

Syed

et al. 2021

IJCHM

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Purpose The purpose of this paper is to develop and test a research model that investigates feedback avoidance behavior (FAB) as a mediator of the impact of leader knowledge hiding (LKH) behavior on creativity and job performance. The model also examines whether leader-follower value congruence (LFVC) moderates the aforementioned mediating linkages. Design/methodology/approach Data were collected from hotel managerial employees in two waves and their superiors in Pakistan. The hypotheses were gauged via macro PROCESS. Findings The findings reveal that LKH behavior intensifies employees’ FAB, which, in turn, impedes their creativity and job performance. The findings further demonstrate that the positive impact of LKH behavior on FAB is stronger among employees high on LFVC. Practical implications Management should arrange workshops that highlight the critical role of leader’s knowledge sharing with the relevant individuals. This is so important because knowledge hiding behavior heightens FAB and erodes creativity. These workshops can be followed by training programs, which focus on the importance of knowledge exchange and feedback-seeking behavior. Top managers’ and/hotel owners’ participation in these programs can be a force for mutual trust and cultivate LFVC. Originality/value The hospitality and tourism literature is devoid of evidence about the underlying process through which LKH behavior influences employee outcomes. The paper enhances current knowledge by proposing FAB as a mediator of the influence of LKH behavior on creativity and job performance. The paper is the first of its kind by assessing whether LFVC moderates the indirect influence of LKH behavior on creativity and job performance via FAB.

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“…Due to high deference to authority in a culture like this, subordinates are expected to be more submissive to authority and thus less likely to report their supervisors' undermining behaviors. Furthermore, a high rate of unemployment, coupled with fewer alternative job opportunities (Arain et al, 2020), make the nursing staff more vulnerable to supervisor undermining. Hence, our research extends to a new and relatively under-researched Pakistani cultural context (Aycan et al, 2000), enriching the existing literature with new insights regarding how the adverse effects of supervisor undermining can be mitigated in the workplace and the effects of compassion in the form of improved state optimism and job engagement.…”

Section: Original Researchmentioning

confidence: 99%

Evaluation of Nurses’ Job Engagement as an Outcome of Experienced Compassion in the Workplace, Using the Lens of Affective Event Theory

Nadim

Zafar

2021

Sage Open

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This study examined an integrated model encompassing supervisor undermining, experienced compassion, state optimism, regulatory emotional self-efficacy, and job engagement using the affective event theory. We tested the propensity toward supervisor undermining as an environmental factor to trigger a compassionate response in the workplace, viewing the resulting effects of compassion as a form of job engagement. We also examined the mediating role of state optimism in the relationship between experienced compassion and job engagement, and the moderating role of regulatory emotional self-efficacy between experienced compassion and state optimism. We collected data in four-time lags from 406 nurses in public sector hospitals in Pakistan. The findings indicate that supervisor undermining triggers compassionate responses in the workplace. Furthermore, the results show that experienced compassion in the workplace increases job engagement, which is mediated through state optimism. Regulatory emotional self-efficacy moderated the relationship between experienced compassion and state optimism. Implications and future directions are highlighted.

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The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

Cited by 16 publications

References 48 publications

Inculcation of Green Behavior in Employees: A Multilevel Moderated Mediation Approach

Inculcation of Green Behavior in Employees: A Multilevel Moderated Mediation Approach

Leader knowledge hiding, feedback avoidance and hotel employee outcomes: a moderated mediation model

Evaluation of Nurses’ Job Engagement as an Outcome of Experienced Compassion in the Workplace, Using the Lens of Affective Event Theory

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