Tracing an Unyielding Work Compulsion: A Moderated Mediation Model of Abusive Supervision and Compulsory Citizenship Behavior

Abstract

We conceptualize and examine an integrated model of compulsory citizenship behavior in the employees of the insurance sector. For this purpose, direct and indirect influences of job demands (active-aggressive and passive-aggressive abusive supervisions) are examined on the compulsory citizenship behavior. In so doing, the relevance of perceived support of coworkers as a job resource and emotional exhaustion as an underlying mechanism is investigated. Data were collected from 205 managerial level employees working in the insurance sector of a developing economy. Both aspects of abusive supervision have both direct and indirect effects through emotional exhaustion on compulsory citizenship behavior. Active-aggressive abusive supervision, coupled with low perceived support of the coworkers influences emotional exhaustion that culminates in increased compulsory citizenship behavior of employees. Interestingly, when perceived support of coworkers is high, the indirect link between active aggressive abusive supervision and compulsory citizenship behavior through emotional exhaustion decreases. For human resource managers, these findings imply that the proper background checks should be made before the recruitment so that employees with troubled past or tending to exhibit aggression can be screened. For line managers, these findings imply that coworkers can play a major role in curbing the compulsory citizenship behavior. Thus, managers should foster such organizational practices that can develop mutual trust and stronger relationship among coworkers so that coworkers can become the perfect source of psychological support.

A model of abusive supervision, self-efficacy, and work engagement among Chinese registered nurses: The mediating role of self-efficacy

“…Hence, we believe that abusive supervision can negatively predict self-efficacy. In addition, as stated earlier, abusive supervision can cause stress, emotional exhaustion, burnout, and depression, and then decrease the motivation to engage in the job (Baig and Riaz, 2021). In the process, self-efficacy can efficiently regulate the predicament to achieve a desired balance between work attitude and behavior.…”

“…Some studies have linked abusive supervision to organization attitudes, behaviors, and work outcomes, indicating that abusive supervision has some deleterious consequences as follows. Baig and Riaz (2021) have reported that abusive supervision is positively associated with stress and emotional exhaustion. Other scholars have also found that abused subordinates may experience anxiety ( Huang et al, 2019 ), and insomnia ( Sannes et al, 2021 ).…”

“…Other scholars have also found that abused subordinates may experience anxiety ( Huang et al, 2019 ), and insomnia ( Sannes et al, 2021 ). A statistically significant negative correlation between abusive supervision and organizational citizenship behavior (OCB) has been observed by Baig and Riaz (2021) . When subordinates have the perception of being abused, they might refuse to help coworkers, exhibit negative attitudes that affect their ability to finish their work, and even reduce their chances of receiving earned rewards ( Estes, 2013 ).…”

The Moderating Effects of Trust and Felt Trust on the Nonlinear Relationship Between Compulsory Citizenship Behavior and Counterproductive Work Behavior

“…29,30 Related meta-analysis and empirical research results have shown that challenge stress appraisal induces employees' positive attitude, cognition and problem-solving stress coping strategies, thereby encouraging employees to perform more positive work behaviors; on the other hand, hindrance stress appraisal induces employees' negative attitude, cognition and more emotion-solving stress coping strategies, thereby making employees perform more negative work behaviors, such as counterproductive work behaviors. 31,32 Based on the cognitive appraisal theory of stress, and given that compulsory citizenship behavior not only causes loss of work autonomy, 33 but also brings employees obtain more benefits from extra-role behaviors, 34 compulsory citizenship behavior may evoke both challenge stress appraisal and hindrance stress appraisal of new generation employees, thus having both positive and negative effects on counterproductive work behavior at the same time. However, the degree to which compulsory citizenship behavior evoke challenge stress appraisal or hindrance stress appraisal may vary depending on the extent of compulsory citizenship behavior.…”