Abstract:According to the concept of abusive supervision, abusive supervisors display hostility towards their employees by humiliating and ridiculing them, giving them the silent treatment, and breaking promises. In this study, we argue that abusive supervision may not be limited to mistreatment at the relationship level and that the abuse is likely to extend to employees' work tasks. Drawing upon the notion that supervisors play a key role in assigning work tasks to employees, we propose that abusive supervisors may d… Show more
“…Nevertheless, the focus of most leadership studies has remained on effective and exemplary behavior, and negative leader behaviors need more attention in academia [11,12]. Abusive supervision has been reported to have a negative effect on the task performance of subordinates [13][14][15][16]. However, the relationship between abusive supervision and task performance is still being explored.…”
Supervisory leadership has occupied an important place in management literature in identifying the supervisory behaviors that are associated with positive outcomes. However, researchers also have turned their attention to the dark side of supervisory behavior, such as abusive supervision. This study investigates the role of coworker support and self-efficacy in the relationship between abusive supervision and the subordinate’s task performance. Data are collected from 192 supervisor–subordinate pairs in the South Korean Army. As hypothesized, when subordinates receive higher levels of coworker support or have higher self-efficacy, abusive supervision is less negatively related to task performance. The implications of the study and directions for future research are discussed.
“…Nevertheless, the focus of most leadership studies has remained on effective and exemplary behavior, and negative leader behaviors need more attention in academia [11,12]. Abusive supervision has been reported to have a negative effect on the task performance of subordinates [13][14][15][16]. However, the relationship between abusive supervision and task performance is still being explored.…”
Supervisory leadership has occupied an important place in management literature in identifying the supervisory behaviors that are associated with positive outcomes. However, researchers also have turned their attention to the dark side of supervisory behavior, such as abusive supervision. This study investigates the role of coworker support and self-efficacy in the relationship between abusive supervision and the subordinate’s task performance. Data are collected from 192 supervisor–subordinate pairs in the South Korean Army. As hypothesized, when subordinates receive higher levels of coworker support or have higher self-efficacy, abusive supervision is less negatively related to task performance. The implications of the study and directions for future research are discussed.
“…Moreover, illegitimate tasks have been studied in HCPs. Reports from Sweden ( Anskär et al, 2019 ), Norway ( Thun et al, 2018 ) and Germany ( Stein et al, 2020 ) show that HCPs are exposed to high levels of illegitimate tasks. However, to our knowledge, investigations involving illegitimate tasks in nursing personnel have not taken place in any Latin American country.…”
Section: Introductionmentioning
confidence: 99%
“…In addition, SOS theory not only describes threats to selfesteem but also assesses boosts to self-esteem (Semmer et al, 2007;Pfister et al, 2020b), which imply success and failure, meaning that workers who achieve goals or make progress toward goals are less able to develop SIN (Semmer et al, 2007(Semmer et al, , 2019. Similar to SIN, SAD can be lowered by positive affect and satisfaction (Semmer et al, 2019(Semmer et al, , 2020Pfister et al, 2020a,b;Stein et al, 2020). Therefore, these two factors are the principal states of SOS theory.…”
In recent years, a new factor for work stress has been studied along with stress as an offense to self-theory. Illegitimate tasks refer to assignments that are unnecessary or are not related to the employee’s role. Because of this, the Bern Illegitimate Tasks Scale was developed, which measures illegitimate tasks in terms of unreasonable tasks and unnecessary tasks. There are no studies in Latin America on illegitimate tasks, so the purpose of this research is to translate and validate the Bern Illegitimate Tasks Scale. The study was performed with a sample of nursing staff from a hospital in Guayaquil, Ecuador. Written informed consent was obtained from each of the participants. The reliability of the questionnaire was evaluated and its structural validity was verified by exploratory factor analysis and confirmatory factor analysis. The internal consistency of the whole scale, measured by Cronbach’s alpha, was 0.857. Moreover, the unnecessary and unreasonable subscales measure were 0.846 and 0.841, respectively. The exploratory factor analysis supported a two-factor model that explained 73.96% of the variance. Additionally, the confirmatory factor analysis showed good indexes of fit (GFI = 0.915, CFI = 0.955, TLI = 0.933, SRMR = 0.084, and RMSEA = 0.087). The Spanish version of the Bern Illegitimate Tasks Scale presents good psychometric properties and can be applied to nurses in the Ecuadorian population.
“… Relieving highly qualified employees from time-consuming activities (such as teaching beginners) [ 17 ] (see part 4, chapter 13). Causing an employee not to feel watched/supervised by another person, which is a considerable discomfort for some people [ 18 ]. The system allows employees to make decisions independently within certain limits.…”
Section: Introductionmentioning
confidence: 99%
“…Causing an employee not to feel watched/supervised by another person, which is a considerable discomfort for some people [ 18 ].…”
This paper presents a novel user experience optimization concept and method, named User Experience Sensor, applied within the Hybrid Intelligence System (HINT). The HINT system, defined as a combination of an extensive AI system and the possibility of attaching a human expert, is designed to be used by relational agents, which may have a physical form, such as a robot, a kiosk, be embodied in an avatar, or may also exist as only software. The proposed method focuses on automatic process evaluation as a common sensor for optimization of the user experience for every process stage and the indicator for human-expert automatic session activation. This functionality is realized by the User Experience Sensor, which constitutes one of main elements of the self-optimizing interaction system. The authors present the optimization mechanism of the HINT system as an analogy to the process of building a Tower of Hanoi. The proposed sensor evaluates the user experience and measures the user/employee efficiency at every stage of a given process, offering the user to choose other forms of information, interaction, or expert support. The designed HINT system is able to learn and self-optimize, making the entire process more intuitive and easy for each and every user individually. The HINT system with the proposed sensor, implemented in a window assembly facility, successfully reduced assembly time, increased employees’ satisfaction, and assembly quality. The proposed approach can be implemented in numerous man–machine interaction applications.
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