Mediating processes in the relationships of abusive supervision with instigated incivility, CWBs, OCBs, and multidimensional work motivation

Onaran, Sami Okan; Köse, Aslı Göncü

doi:10.1007/s12144-022-03128-5

Cited by 5 publications

(2 citation statements)

References 55 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Drawing on SDT (Deci and Ryan, 2000), abusive supervision would undermine the need for relatedness and thereby decrease their followers' intrinsic motivation. Previous studies found that abusive supervision is negatively linked to intrinsic motivation (Hussain et al, 2020;Onaran and Göncü-Köse, 2022).…”

Section: Abusive Supervisionmentioning

confidence: 94%

A meta-analysis of leadership and intrinsic motivation: Examining relative importance and moderators

et al. 2022

View full text Add to dashboard Cite

This paper provides the first meta-analytic examination of the relationship between leadership and followers' intrinsic motivation. In particular, we examined 6 leadership variables (transformational, ethical, leader-member exchange, servant, empowering, and abusive supervision) using data from 50 independent samples and 21,873 participants. We found that transformational leadership, ethical leadership, leader-member exchange (LMX), servant leadership, and empowering leadership were positively related to intrinsic motivation, whereas abusive supervision was negatively linked to intrinsic motivation. Although these leadership styles were associated with intrinsic motivation, they varied considerably in their relative importance. Empowering, ethical, and servant leadership emerged as the more important contributors to intrinsic motivation than transformational leadership. LMX showed a similar contribution with transformational leadership to intrinsic motivation. Effectiveness of leadership styles in relation to intrinsic motivation varied by power distance, publication year, and journal quality. Drawing on our findings, we discuss the theoretical and practice implications.

show abstract

Section: Abusive Supervisionmentioning

confidence: 94%

A meta-analysis of leadership and intrinsic motivation: Examining relative importance and moderators

et al. 2022

View full text Add to dashboard Cite

show abstract

“…Ayrıca Doğan ve Karaçelebi (2021) 246 kamu çalışanı ile gerçekleştirdikleri çalışmalarında işyeri nezaketsizliğinin örgütsel vatandaşlık davranışı üzerinde negatif yönlü (r= -,27; p<.01) etkiye sahip olduğunu ifade etmişlerdir. Onaran (2020) ise, 425 beyaz yakalı çalışan ile gerçekleştirdiği çalışmasında nezaketsizlik arttıkça örgütsel vatandaşlık davranışının (r= -,34; p<.01) azaldığını ifade etmiştir. Bu nedenle, ifade edilen çalışmalara dayanarak aşağıdaki hipotez öne sürülmüştür.…”

Section: Kavramsal çErçeveunclassified

A Research on Determinig the Consequences of Workplace Incivility

Aknar

Bayram

2022

İktisat İşletme Ve Uluslararası İlişkiler Dergisi

View full text Add to dashboard Cite

Bu çalışmanın amacı işyeri nezaketsizliği, örgütsel vatandaşlık, duygusal bağlılık, iş tatmini, tükenmişlik ve iş-aile çatışması arasındaki ilişkileri incelemektir. Bu kapsamda Kayseri, Nevşehir, Aksaray ve Konya’da faaliyet göstermekte olan turizm işletmelerinde çalışmakta olan işgörenlerden kolayda örneklem yöntemiyle 492 anket toplanmıştır. Araştırma kapsamında güvenilirlik analizi, frekans analizi, doğrulayıcı faktör analizi, korelasyon analizi ve regresyon analizinden faydalanılmıştır. Yapılan regresyon analizi sonucunda iş yeri nezaketsizliğinin örgütsel vatandaşlık davranışı, duygusal bağlılık ve iş tatmine ile negatif yönlü, tükenmişlik ve iş-aile çatışması ile pozitif yönlü etkiye sahip olduğu tespit edilmiştir. Araştırma bulgularının literatürde önemli bir boşluğu doldurmasının yanı sıra, uygulamada turizm işletme sahip ve yöneticilerine işletmelerdeki etik olmayan uygulamaları engelleyebilecek ve işyerindeki medeni davranışları teşvik edecek öneriler sunulması hedeflenmektedir.

show abstract

Motivating learning goal orientation and job performance: Leadership training and development

Lin,

2024

Human Resource Dev Quarterly

View full text Add to dashboard Cite

Drawing upon role identity theory and human capital theory, this study explored the role of paternalistic leadership in terms of job performance. Empirical analyses were performed based on a field investigation involving agents from three large insurance companies in Taiwan. The analyses first showed that benevolent leadership indirectly influenced job performance only through strategy role commitment, while authoritarian, benevolent, and moral leadership indirectly influenced job performance through affective dependence. Second, strategy role commitment influenced job performance directly and indirectly through learning goal orientation, whereas affective dependence influenced job performance indirectly only through learning goal orientation. Third, management position positively moderated the positive effects of strategy role commitment on both learning goal orientation and job performance. Last, theoretical and practical implications were discussed based on the results.

show abstract

Mediating processes in the relationships of abusive supervision with instigated incivility, CWBs, OCBs, and multidimensional work motivation

Cited by 5 publications

References 55 publications

A meta-analysis of leadership and intrinsic motivation: Examining relative importance and moderators

A meta-analysis of leadership and intrinsic motivation: Examining relative importance and moderators

A Research on Determinig the Consequences of Workplace Incivility

Motivating learning goal orientation and job performance: Leadership training and development

Contact Info

Product

Resources

About