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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Main Author:	Tahir, Sadaf
Format:	Thesis
Language:	eng eng
Published:	2023
Subjects:	HD56-57.5 Industrial Productivity
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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id	my-uum-etd.10970
record_format	uketd_dc
spelling	my-uum-etd.109702024-02-12T02:21:26Z Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive 2023 Tahir, Sadaf Johari, Johanim Tang, Swee Mei School of Business Management School of Business Management HD56-57.5 Industrial Productivity 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 2023 Thesis https://etd.uum.edu.my/10970/ https://etd.uum.edu.my/10970/1/depositpermission-900854.pdf text eng staffonly https://etd.uum.edu.my/10970/2/s900854_01.pdf text eng 2026-07-25 staffonly other doctoral Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Johari, Johanim Tang, Swee Mei
topic	HD56-57.5 Industrial Productivity
spellingShingle	HD56-57.5 Industrial Productivity Tahir, Sadaf Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive
description	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
format	Thesis
qualification_name	other
qualification_level	Doctorate
author	Tahir, Sadaf
author_facet	Tahir, Sadaf
author_sort	Tahir, Sadaf
title	Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive
title_short	Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive
title_full	Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive
title_fullStr	Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive
title_full_unstemmed	Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive
title_sort	determinants and outcome of employees’ perception of abusive supervision: the moderating role of performance promotion motive
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2023
url	https://etd.uum.edu.my/10970/1/depositpermission-900854.pdf https://etd.uum.edu.my/10970/2/s900854_01.pdf
_version_	1794023800134696960

Determinants and Outcome of Employees’ Perception of Abusive Supervision: The Moderating Role of Performance Promotion Motive

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