Impact of abusive supervision on intention to leave: a moderated mediation model of organizational-based self esteem and emotional exhaustion

Ahmad, Ifzal; Begum, Khalida

doi:10.1057/s41291-020-00116-0

Cited by 37 publications

(51 citation statements)

References 53 publications

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“…The current study adds to the abusive supervision and voice literature in three ways. First, it adds theoretical value to the existing body of knowledge on abusive supervision (Ahmad and Begum, 2020; Al-Hawari et al , 2020; Chan and Mcallister, 2014; Guo et al , 2020; Lee et al , 2018; Liu et al , 2016; Park and Kim, 2019; Tepper, 2007; Whitman et al , 2014). Second, it incorporates paranoia arousal as a mediating mechanism in the relationship between abusive supervision with employee voice.…”

Section: Discussionmentioning

confidence: 99%

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Employee state paranoia: linking abusive supervision with employee voice behavior

Rani

Shah

Umrani

et al. 2021

LODJ

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PurposeUtilizing affective event theory (AET), this paper aims to understand the affective reasoning behind choosing to speak up for or against abusive supervision. For this purpose, the authors examine the underlying mechanism of employee state paranoia in the relationship between abusive supervision and promotive and prohibitive voice of employees.Design/methodology/approachData from 307 microfinance bank employees were collected using supervisor–subordinate nested design and time-lag approach. The analysis was performed through partial least square (PLS) structural equation modeling using Smart PLS software.FindingsThe results support the direct relationship of abusive supervision with promotive and prohibitive voice. They also support the mediating relation of paranoia arousal between abusive supervision and promotive voice. However, the results do not support the mediating relationship of paranoia arousal between abusive supervision and prohibitive voice.Originality/valueIn light of the literature drawn from AET and empirical data, this study forwards robust recommendations for theory and practice and may assist future researchers interested in the role of employee paranoia arousal.

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Section: Discussionmentioning

confidence: 99%

“…Abusive supervision lowers employee engagement in organizational citizenship behavior and fuels their intention to quit (Rice et al , 2020). These detrimental effects of abusive supervision at workplace call for comprehending and addressing it in a timely manner (Ahmad and Begum, 2020; Martinko et al , 2013; Raza et al , 2019).…”

Section: Introductionmentioning

confidence: 99%

Employee state paranoia: linking abusive supervision with employee voice behavior

Rani

Shah

Umrani

et al. 2021

LODJ

View full text Add to dashboard Cite

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“…Considering this, our examination found that abusive supervision was decidedly related to turnover expectations. Strangely, our investigation is additionally by exact exploration by (Ahmad & Begum, 2020;S. Xu et al, 2018 in regards to the current examination subject.…”

Section: Discussionmentioning

confidence: 99%

“…In spite of the fact that Hackney and Perrewé (2018) offered experimental help to find out the connection between abusive supervision and the castigatory conduct of subordinates against their abusive supervisors. All the more critically, Ahmad and Begum (2020) performed research in the banking sector, their exploration found that abusive supervision has both immediate and aberrant effect on the expectation to leave with the end goal that emotional exhaustion reinforces this relationship. In spite of the fact that Singh (2019) hypothesizes those workers who are casualties of abusive supervision are bound to create aims to find employment elsewhere.…”

Section: Introductionmentioning

confidence: 99%

Examining the impact of abusive supervision on employees’ psychological wellbeing and turnover intention: The mediating role of intrinsic motivation

Hussain

Abbas

Gulzar

et al. 2020

Cogent Business & Management

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The competitiveness and sustainability of employees in service and nonservice-based organizations continue to trigger scholars' interest to investigate the related factors. As per the review of literature, there are only a few studies have been conducted on abusive supervision and intrinsic motivation about employee psychological wellbeing and turnover intention. We applied the social exchange theory to abusive supervisors at the workplace. This study, therefore, explores the direct and indirect relationship between abusive supervision on subordinate psychological wellbeing and turnover in service-based organizations. This empirical study employs a quantitative research methodology to establish the mediating influence of intrinsic motivation between the underlying constructs. Out of 300

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“…Individuals on the upper end of the OBSE scale tend to have positive views of themselves as competent, significant and influential members of the organisation. OBSE was found to positively influence individual attitudes and behaviours such as job satisfaction and organisational commitment (Haar & Brougham, 2016), turnover intention (Ahmad & Begum, 2020), organisational citizenship behaviours (Kim & Beehr, 2018), work-life outcome (Gordon & Hood, 2020), and knowledge sharing behaviour (Tran Huy, 2019).…”

Section: Organisation-based Self-esteemmentioning

confidence: 99%

Training Perception and Work Engagement: The Mediating Role of Organisational-Based Self-Esteem and Self-Efficacy

Phuong¹,

Dinh²

2022

CEBR

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This article aims to investigate the impact of training perception on work engagement. In addition, self-efficacy and organisational based self-esteem are hypothesised as mediators of the above relationship. Data were collected from employees in Vietnam using a selfadministered questionnaire survey. Path analyses with Structural Equation Modelling (SEM) were used to verify the proposed relationships. The results show that both perceived training benefits and transfer of training significantly and positively influence work engagement. In addition, organisational based self-esteem partially mediates the impact of perceived training benefit on work engagement. Self-efficacy mediates a portion of the effects of the transfer of training on work engagement. The results add to the existing literature on the determinants of work engagement and on the consequences of the transfer of training. The findings also provide insight into the conditions for effective training in organisations.Implications for Central European audience: Developing an engaged workforce is a vital task to all organisations. However, data showed that the work engagement level in Europe is low, especially in Central Europe. The results of the study provide insight into the determinants of employee engagement at work. In addition, like Vietnam, most countries in Central Europe have been in transition from former central-command systems to market economies. The application of contemporary Western human resource practices needs special consideration to ensure its effectiveness. The current study may supply some empirical implications for both academics and practitioners.

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Impact of abusive supervision on intention to leave: a moderated mediation model of organizational-based self esteem and emotional exhaustion

Cited by 37 publications

References 53 publications

Employee state paranoia: linking abusive supervision with employee voice behavior

Employee state paranoia: linking abusive supervision with employee voice behavior

Examining the impact of abusive supervision on employees’ psychological wellbeing and turnover intention: The mediating role of intrinsic motivation

Training Perception and Work Engagement: The Mediating Role of Organisational-Based Self-Esteem and Self-Efficacy

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