Abusive Supervision, Employee Well-Being and Ill-Being: The Moderating Role of Core Self-Evaluations

Abstract

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. ABSTRACTPurpose À This chapter investigates the relationship between abusive supervision and employee well-being (i.e., job satisfaction, engagement) and ill-being (i.e., burnout, workaholism) and examines whether follower core self-evaluations (CSE) moderate this relationship.Methodology/approach À The study uses cross-sectional survey data collected from 111 professional employees across a range of industry sectors.Findings À Results show that abusive supervision is negatively related to employee well-being (i.e., engagement and job satisfaction) and positively related to employee ill-being, namely burnout. In addition, employees low in CSE are less engaged and less satisfied than employees high in CSE.Research limitations/implications À The study's cross-sectional design limits the strength of its conclusions.Practical implications À This chapter notes the ethical and legal obligations of organizations to provide a safe working environment and identifies the policies and procedures that will signal a commitment to employee well-being.Originality/value À The study contributes to the leadership and wellbeing literatures by exploring the influence of abusive leaders on follower well-being and engagement. It also goes beyond merely identifying correlations between leadership style and follower well-being outcomes to investigate how leader and follower attributes can combine to influence these outcomes.

Exploring the Effects of Occupational Psychological Disorders on Construction Employees and the Construction Industry

“…(2003) [26], comprised of four axes of emotions, which ranges from pleasant to unpleasant emotions and high work activation to low work activation. This was done to indicate the intensity of psychological health conditions and the work activation levels of employees having these psychological conditions (O'Donoghue, et al, 2016) [11]. Psychology health conditions have also been categorised into five subgroups depending on the severity such as normal, mild, Occupational Diseases and Environmental Medicine moderate, severe and extreme levels (Millward, 2006;Offei and Quansah, 2009) [29] [30].…”

“…The effects of burnout could also be manifested in the form of anxiety, fatigue, insomnia, depression, and impairment in work performance (Colman, 2003) [35]. Workers experiencing burnout can also be associated with work displeasure and low levels of work activation or motivation (O'Donoghue, et al, 2016; Fordjour and Chan, 2019) [11] [25]. Emotional exhaustion which is a characteristic of burnout is a psychological state with the victims lacking motivation or energy to work (Demerouti, et al, 2010) [36].…”

“…The disparity between what is expected and demanded from the employees and their ability to handle the circumstances often leads to the experience of occupational psychological disorders (Lazarus and Folkman, 1984; O'Donoghue, et al, 2016) [10] [11]. Construction work-related factors such as tight time schedules, poor working conditions, complex methods, and complicated working relations also expose construction employees to the risks of occupational psychological disorders (Sommovigo, et al, 2019;Boschman, et al, 2013;Chan, et al, 2016) [3] [4] [12].…”

Exploring Personal Factors That Might Influence the Vulnerability of Construction Employees to Occupational Psychological Disorders

“…Psychology in the workplace stretches beyond the boundaries of the physical settings of the workplace [1]. Previous researchers revealed that psychological health conditions of employees such as stress, depression, anxiety, and frustration were influenced not only by exogenous events but also by factors that emanated from the workplace [2]. Factors that cannot be found in the work setting also influenced employees' behaviors and psychological health conditions [1].…”

“…These factors may include cultural, environmental influences, personality, family background, relationship responsibilities, employment-related requirements and non-working events [1] [3]. Other endogenous factors such as employees' perception or core beliefs also arouse the circumstances which led to an individual's experiences of psychological health conditions [2] [3]. It was revealed in a study by Mäkikanges et al [4] that, there was a positive relationship between personal factors of employees such as self-esteem and their occupational psychological health, specifically burnout and work engagement.…”