How daily supervisor abuse and coworker support affect daily work engagement

Wang, Hongqing; Tang, Tianzhen

doi:10.3389/fpsyg.2022.880528

Cited by 4 publications

(3 citation statements)

References 74 publications

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“…This moderation could be for several reasons. Subordinate support refers to how much supervisors are perceived by their subordinates as supportive, which is dependent on how favorable their immediate context is that impacts their personal outcomes [ 25 , 34 ]. Subordinates with supportive supervisors are praised and rewarded for effort exertion and good performance, react favorably to honest errors and find their work stimulating and meaningful.…”

Section: Discussionmentioning

confidence: 99%

“…Three separate components were measured with regard to the innovative work behavior of an employee: the innovation system (10 items), the competitors and technology (7 items), and new services (4 items). A survey of supervisor support was used developed by Robin Huntington, Steven Hutchison, and Debora Sowa [ 25 ] based on eight items, three of which relate to whether the supervisor is willing to help their employee, two of which relate to how valuable an employee’s suggestions are to the supervisor, and the last two relate to the supervisor’s concern for their employees’ health. Using a Likert scale, the responses were categorized as either “strongly disagree” or “strongly agree”, with 1 emphasizing strong disagreement and 5 emphasizing strong agreement.…”

Section: Methodsmentioning

confidence: 99%

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The Impact of Stress on Innovative Work Behavior among Medical Healthcare Professionals

Anjum

Zhao

2022

Behavioral Sciences

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Background: For health systems, a fundamental challenge is adapting to changes in the patterns of health services that require technological and scientific innovations. The pace of multiple and interconnected challenges mounts extra stress on medical healthcare professionals and reduces their innovative capabilities, especially in low- and middle-income countries. To enhance the innovative capability of medical healthcare professionals under stress, the study seeks any possible correlation between stress and innovation. For that purpose, we sought to investigate the effects of stress on the innovative work behavior of employees and examine the mediating effect of health and moderating effect of supervisor support. Materials and Methods: 350 medical healthcare professionals were surveyed in different hospitals in Lahore through a survey regarding stress, health, innovative work behavior, and supervisor support with a final response rate of 89%. SPSS and AMOS were used for the analysis of the data and the investigation of the combined effects of the model. Exploratory (EFA) and Confirmatory Factor Analysis (CFA) were conducted to ensure the convergent and discriminant validity of the factors, while mediation analysis was done to check the mediating role of health. Results: It has been observed that there is partial mediation of health between eustress and innovative work behavior whereas supervisor support does not moderate between eustress and health. Furthermore, the results indicate that distress is negatively associated with innovative behavior. In addition, health fully mediates between distress and innovative work behavior. If distress increases negative effects on health, then supervisor support reduces the negative impact of distress on health. Furthermore, supervisor support also reduces the negative impact of health on innovative work behavior. Conclusion: Our study outlines a hypothetical alternative situation that explains how the two emotions of eustress and distress are brought into play in the innovative work behavior of the employees. In addition, supervisors play an important role in influencing the sustainable innovation work behavior of their staff members.

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Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

The Impact of Stress on Innovative Work Behavior among Medical Healthcare Professionals

Anjum

Zhao

2022

Behavioral Sciences

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“…Tis suggests that managers should encourage nurses to constantly improve their educational level and increase their motivation for continuing education, thereby increasing their level of resilience. Organizations should also actively promote colleague support [33], provide group counseling training [34], and establish a social-level support system to reduce the negative impact of negative leadership behavior.…”

Section: Discussionmentioning

confidence: 99%

Status and Influencing Factors of Nurses’ Perception of Toxic Leadership Behavior: A Cross-Sectional Study

Guo,

Li,

Wang

et al. 2023

Journal of Nursing Management

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Aim. The aim of this study is to analyse the toxic leadership behavior of nurse managers perceived by nurses and its related factors. Background. Toxic leadership is becoming more common as a risk factor in nursing. However, there is a scarcity of research on the elements that influence toxic leadership practices from the perspective of nurses’ perceptions. Methods. A cross-sectional study was conducted with 455 nurses from August to October 2022. A demographic information questionnaire and a negative behavior scale for nurse managers were used. Descriptive statistics, Kruskal–Wallis H test or Mann–Whitney U test, and multiple linear regression were used to explore the relevant factors of nurses’ perceived toxic leadership behaviors of nurse managers. Results. The population was dominated by 423 (92.97%) females, 318 (69.89%) married, and 420 (92.31%) with a bachelor’s degree. The toxic leadership behavior scale score for nurse managers was 109 (87, 123) and the score for each entry was (2.94 ± 0.92). Gender, educational level, department, number of night shifts, and nature of employment were the influencing factors of the negative leadership behavior of nurse leaders as perceived by nurses ( P < 0.05), explaining a total of 43.1% of the total variance. Conclusion. In general, nurses’ perceived toxic leadership behaviors of nurse managers were at a moderate level. More toxic leadership behaviors were observed by nurses who were female, less educated, on busy units, with unstable nature of appointments, and with frequent night shift rotation. Implications for Nursing Management. Focus on the psychological condition of nurses who are female, less educated, work in busy units, have an unstable nature of employment, and rotate night shifts frequently. The negative impacts of toxic leadership behaviors might be lessened as a result.

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Resisting together or displaced aggressing? How abusive supervision climate affects team member exchange and subordinates' organizational citizenship towards teammates

Ma,

Zhou,

2024

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PurposeIntegrating balance theory and social identify theory, this paper proposes a multilevel model to explain how abusive supervision climate of team impacts the relationship among team members as well as subordinates’ behavior towards their teammates, especially organizational citizenship behavior (OCB).Design/methodology/approachA survey was conducted to collect two-wave and multi-source data from 398 employees nested in 106 teams from Chinese high-technology companies. Hierarchical linear modeling was conducted to examine the theoretical model.FindingsThe results indicate that there is an inverted U-shape association between abusive supervision climate and subordinates’ OCB towards coworker; team member exchange (TMX) mediates their inverted U-shaped link. Furthermore, we confirm that coworker support plays a vitally moderating role upon the curvilinear link of abusive supervision climate (ASC)–TMX; specifically, when employees perceive low coworker support, negative relations between ASC and TMX will be stronger.Originality/valueThis study identifies team members’ advantageous and adverse relational response to shared threat of ASC and examines coworker support as a moderator of ASC, which provides valuable insights into when and why employees tend to cooperate with their teammates to jointly confront their leader’s abuse and highlights the importance of coworkers, thus enabling organizations to deeply understand the wider influences of ASC on interpersonal relationship between team members.

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How daily supervisor abuse and coworker support affect daily work engagement

Cited by 4 publications

References 74 publications

The Impact of Stress on Innovative Work Behavior among Medical Healthcare Professionals

The Impact of Stress on Innovative Work Behavior among Medical Healthcare Professionals

Status and Influencing Factors of Nurses’ Perception of Toxic Leadership Behavior: A Cross-Sectional Study

Resisting together or displaced aggressing? How abusive supervision climate affects team member exchange and subordinates' organizational citizenship towards teammates

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