Does employee resilience exacerbate the effects of abusive supervision? A study of frontline employees’ self-esteem, turnover intention, and innovative behaviors

Bani‐Melhem, Shaker; Quratulain, Samina; Al-Hawari, Mohd Ahmad

doi:10.1080/19368623.2021.1860850

Cited by 46 publications

(34 citation statements)

References 66 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Contradicting the previous findings that resilience as a personal resource could buffer the negative effect of job stress on employee work outcomes (Aguiar-Quintana et al , 2021; Hao et al , 2015; Shoss et al , 2018), the current study demonstrated that for highly resilient restaurant employees, the positive relationship between job stress and organizational turnover intention is strengthened when employees’ fear level is high than when it is low. The findings echo with Bani-Melhem et al ’s (2021) study that high levels of employee resilience can be a double-edged sword and may increase employees’ turnover intention when facing adversity at the workplace. In addition, different from previous beliefs, the study further found that FC strengthened the indirect effect of job stress on occupational turnover intention via organizational turnover intention for highly resilient employees only.…”

Section: Discussionsupporting

confidence: 51%

Restaurant frontline employees’ turnover intentions: three-way interactions between job stress, fear of COVID-19, and resilience

Chen

2022

IJCHM

View full text Add to dashboard Cite

Purpose The COVID-19 pandemic intensifies the high turnover rate in the restaurant industry. Applying the conservation of resources (COR) theory, this study aims to examine the factors influencing US restaurant frontline employees’ organizational and occupational turnover intention with an emphasis on the three-way interactions between job stress, fear of COVID-19 (FC) and resilience. Design/methodology/approach A sample of 243 US restaurant frontline employees participated in this study. PROCESS macro was used for hypothesis testing. Findings Organizational turnover intention fully mediated the relationship between job stress and restaurant employees’ occupational turnover intention. FC intensified the positive relationship between job stress and organizational turnover intentions. Job stress, FC and resilience interacted to affect restaurant frontline employees’ organizational turnover intention such that when resilience is high, FC strengthened the positive relationship between job stress and organizational turnover intention, and the indirect effect of job stress on occupational turnover intention via organizational turnover intention. Practical implications Restaurants should take measures to reduce frontline employees’ fear and continue implementing practices to alleviate job stress during a crisis to reduce employees’ turnover intentions. Training on building employee resilience could also be provided by restaurant operators. Originality/value This study added to the limited knowledge of factors that are associated with restaurant employees’ organizational and occupational turnover intentions in the context of a global crisis and expanded the current knowledge of how fear and resilience may impact restaurant employees’ behavioral intentions.

show abstract

Section: Discussionsupporting

confidence: 51%

Restaurant frontline employees’ turnover intentions: three-way interactions between job stress, fear of COVID-19, and resilience

Chen

2022

IJCHM

View full text Add to dashboard Cite

show abstract

“…Literature suggests that the key element of actual turnover is withdrawal intent (Griffeth et al, 2000), hence supervisor abuse effects turnover intent similarly as it influences actual turnover (Harvey et al, 2007). Prior evidence suggest that supervisor abuse positively predicts turnover intentions (Bani-Melhem et al, 2021;Frieder et al, 2015;Rodwell et al, 2014;Tepper, 2000). Accordingly, we propose that supervisors' abuse provokes employees' turnover intentions in hospitality firms.…”

Section: Literature Reviewmentioning

confidence: 83%

“…Unsurprisingly, supervisors do not always act in a responsible way at job in the hospitality industry (Bani-Melhem et al , 2021; Chen et al , 2021; Moin et al , 2020b). Extant literature suggests that supervisors make use of abusive communication, holdback critical information and ridicule or threaten subordinates (Chen et al , 2021; Khan et al , 2019b).…”

Section: Introductionmentioning

confidence: 99%

“…Rooted in conservation of resources theory (COR; (Hobfoll, 1989), we aim to bridge this noteworthy research gap and seek to contribute to hospitality research via examining the influence of supervisors’ abuse on subordinates’ turnover intentions via job dissatisfaction and conditional effect of continuance commitment in the hospitality organizations. It is a notable consideration since it enables hospitality managers to plan intervention strategy to decrease the influence of supervisor abuse and job dissatisfaction in the hospitality industry (Bani-Melhem et al , 2021). This also enables hospitality managers to understand the importance of commitment in reducing the turnover intentions.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Abusive supervision and job outcomes: a moderated mediation model

Moin¹,

Wei²,

Khan³

et al. 2021

JOCM

View full text Add to dashboard Cite

PurposeThis study examined the link between abusive supervision and subordinates’ turnover intentions via job dissatisfaction. In addition, this study examined the moderating effect of continuance commitment in this process.Design/methodology/approachThe authors collected three-wave time lagged data (N = 190) from the hospitality industry in China.FindingsThe analysis showed that abusive supervision predicts subordinates’ turnover intentions both directly and indirectly via job dissatisfaction. Moreover, continuance commitment was considered to be a boundary condition such that the mediated link was weaker when higher levels of continuance commitment were present.Practical implicationsThis study explains how and when abusive supervision leads to turnover intentions in the hospitality industry. This study also helps hospitality managers to understand the abusive supervision prevalence and provide interventions that can reduce detrimental effects of abusive supervision in hospitality organizations.Originality/valuePrior research examining the influence of supervisor abuse in hospitality organizations was scant. To bridge this noteworthy gap, this study examined the influence of abusive supervision in Chinese hospitality organizations. This study also discussed the theoretical and practical implications for the hospitality industry.

show abstract

“…Hence, it can enhance an overall significant effect on employees and reduce strain frequency (Crane and Searle, 2016;Kimura et al, 2018;Annor and Amponsah-Tawiah, 2020). Individuals who consider themselves resilience are more likely to believe that they can cope with various pressures (Naz, 2020;Bani-Melhem et al, 2021). Consistent with this statement, prior research reflects resilience as having a negative impact on work-related anxiety and emotional exhaustion (Bande et al, 2015;Kossek and Perrigino, 2016).…”

Section: Role Of Resilience As a Moderatormentioning

confidence: 93%

Investigating the Consequences of the Socio-Instrumental Use of Enterprise Social Media on Employee Work Efficiency: A Work-Stress Environment

Pitafi

et al. 2021

Front. Psychol.

View full text Add to dashboard Cite

Enterprise social media (ESM) has been widely adopted by firms for employee work-related communication. However, it is still debatable how such usage benefits work stress and employee work efficiency. Applying the transactional theory of stress, this study examined the impact of resilience as a moderator on the link between work stressors and individual work efficiency. A total of 285 entries were used to analyze the proposed hypothesis, using structural equation modeling (SEM) technique and hierarchical regression analysis on SPSS 21.0 and AMOS 21.0 software. According to the findings, ESM use has a considerable impact on work stresses (challenge and hindrance). The findings also revealed that challenge stressors have a beneficial influence on employee work efficiency, while hindrance stressors have a negative impact on it. Furthermore, the results also indicated that resilience strengthens the positive relationship between challenge-stressed employees and work efficiency. However, the findings also revealed that resilience reduces the negative association between hindrance-stress and work efficiency. Finally, the author also explored the study's implications for theory and management.

show abstract

Does employee resilience exacerbate the effects of abusive supervision? A study of frontline employees’ self-esteem, turnover intention, and innovative behaviors

Cited by 46 publications

References 66 publications

Restaurant frontline employees’ turnover intentions: three-way interactions between job stress, fear of COVID-19, and resilience

Restaurant frontline employees’ turnover intentions: three-way interactions between job stress, fear of COVID-19, and resilience

Abusive supervision and job outcomes: a moderated mediation model

Investigating the Consequences of the Socio-Instrumental Use of Enterprise Social Media on Employee Work Efficiency: A Work-Stress Environment

Contact Info

Product

Resources

About