Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive
Empirical research suggests that perceptions of abusive supervision are driven by subordinate characteristics rather than supervisor behavior. Although many studies have focused on the impact of specific supervisors' characteristics, fewer have concentrated on specific subordinate characteristi...
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| Format: | Thesis |
| Language: | eng eng |
| Published: |
2023
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| Subjects: | |
| Online Access: | https://etd.uum.edu.my/10970/1/depositpermission-900854.pdf https://etd.uum.edu.my/10970/2/s900854_01.pdf |
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| Summary: | Empirical research suggests that perceptions of abusive supervision are driven by subordinate characteristics rather than supervisor behavior. Although many studies have focused on the impact of specific supervisors' characteristics, fewer have concentrated on specific subordinate characteristics and organizational interventions to activate abuse-controlling mechanisms. Thus, this study aimed to investigate the impact of subordinate personality traits and organizational sanction norms on perceptions of abusive supervision. Conceptualizing turnover intention as a challenging outcome of abusive supervision that most employees quit jobs because of supervisors' bad behavior. Further, the impact of the performance promotion motive as a moderator tested the relationship
between abusive supervision and turnover intention. More specifically, the research investigated the mediating effect of perceptions of abusive supervision on the relationship between personality traits, organizational sanction norms, and turnover intention. A questionnaire was developed to collect the data using a sample of 261 salespersons working in Pakistan's food and beverage companies. The stratified random sampling technique was used based on a cross-sectional design and obtained responses from individual employees. The data was analyzed using the PLS path modeling, and the results support the proposed model and several hypotheses. The findings indicate that the three personality traits of extraversion, conscientiousness, and neuroticism are important predictors of abusive supervision and that organizational sanction norms also
impact perceptions of abusive supervision. The results reveal that perceptions of abusive supervision mediate the relationship between extraversion, conscientiousness, neuroticism, and turnover intention. This study also indicates that the performance promotion motive moderates the relationship between abusive supervision and turnover intention. The study offers theoretical and practical contributions. This study also highlights the importance of minimizing the propensity of abusive supervision. Lastly, the limitations and suggestions for further studies are also provided |
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