When Is the Negative Effect of Abusive Supervision on Task Performance Mitigated? An Empirical Study of Public Service Officers in Korea

Park, Heetae; Choi, Wonseok; Kang, Seung‐Wan

doi:10.3390/ijerph17124244

Cited by 5 publications

(10 citation statements)

References 59 publications

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“…Self-efficacy, which is defined as an individual's belief in his or her own ability to carry out certain tasks, plays an important role in shaping a person's response to abusive supervision. When individuals have confidence in their abilities, they may resist negative treatment from supervisors (Park et al, 2020).…”

Section: Discussionmentioning

confidence: 99%

The effect of self-efficacy and organizational citizenship behavior toward knowledge sharing

Wulandari¹,

Muafi²

2021

IJRBS

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The purpose of this research was to examine and analyze Self-Efficacy and Organizational Citizenship Behavior against Knowledge Sharing mediated by Abusive Supervision. The research was conducted in securities companies that are members of the Indonesia Stock Exchange located in Central Java and Yogyakarta with a sample size of 100 respondents, using quantitative methods. The data collection technique by using a questionnaire that is distributed via a google form. Statistical techniques use SEM (structural Equation Modeling) with the help of SMART PLS software. The research results found ; (i) there is a significant negative influence between Self-Efficacy on Abusive Supervision, (ii) there is a significant negative effect between Organizational Citizenship Behavior on Abusive Supervision, (iii) there is a negative and significant influence between Abusive Supervision on Knowledge Sharing, (iv) there is a positive and significant influence between Self-Efficacy on Knowledge Sharing through Abusive Supervision, (vi) there is a positive and significant influence between Organizational Citizenship Behavior on Knowledge Sharing through Abusive Supervision of employees of securities companies members of the Indonesia Stock Exchange located in Central Java and DIY.

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Section: Discussionmentioning

confidence: 99%

The effect of self-efficacy and organizational citizenship behavior toward knowledge sharing

Wulandari¹,

Muafi²

2021

IJRBS

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“…Some scholars had indicated the positive impact of leadership in public sectors (Alimo-Metcalfe and Alban-Metcalfe, 2006;Anne Loewenberger et al, 2014;Tuan, 2016;Ugaddan and Park, 2017). In the last five years, more studies found the negative effect of destructive leader behaviours in public organisations (Gabriel, 2016;Khan et al, 2020;Park et al, 2020;Vogel et al, 2016).…”

Section: Effect Of Toxic Leadership 317mentioning

confidence: 99%

“…In the last five years, more studies found the negative effect of destructive leader behaviours in public organisations (Gabriel, 2016; Khan et al. , 2020; Park et al. , 2020; Vogel et al.…”

Section: Introductionmentioning

confidence: 99%

The effect of toxic leadership on turnover intention and counterproductive work behaviour in Indonesia public organisations

Hattab

Wirawan

Salam

et al. 2022

IJPSM

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PurposeLeadership has been known for its tremendous impact on employees' outcomes in any organisation. Constructive leadership positively impacts employees, while destructive leadership causes counterproductive work behaviours (CWB). This study aims to investigate the effect of toxic leadership on employees' CWB via the role of turnover intention by employing the psychological contract theory.Design/methodology/approachThe participants were recruited using various recruitment methods such as online recruitment and alumni networks. After dropping some participants who failed to complete the three-wave data collection procedure, 457 responses were used for the final data analysis. The participants came from various public organisations in Indonesia (e.g. hospitals).FindingsThe results found that the effect of toxic leadership on employees' CWB was mediated by the role of turnover intention. Under a toxic leader, employees might intend to leave the organisations and commit CWB as the employees perceived the psychological contract breach.Practical implicationsFirstly, public organisations should implement some strategies to reduce the emergence of toxic behaviours. Secondly, public organisations should evaluate and examine how leadership is exercised within public organisations. Lastly, the organisations must ensure that their leaders do not breach employees' psychological contracts.Originality/valueThis study has highlighted the effect of toxic leadership on CWB in public service organisations by employing a psychological contract theory and a power distance perspective.

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“…Scholars have discussed how discriminatory culture against women can promote gender inequality at work, women's career under-achievement, discriminatory behavior against women and work-family conflict (Trzebiatowski and Triana, 2020). Under the pressure of a discriminatory culture, female workers have suffered from sexual harassment, the main form of workplace discrimination (Park et al, 2020). When employees experience discrimination in their organization, it can lead to emotional exhaustion and role stress, resulting in heavier work-family conflict (Trzebiatowski and Triana, 2020).…”

Section: Key Constructs and Theoretical Backgroundmentioning

confidence: 99%

“…As a form of gender discrimination in the workplace, sexual harassment puts women at risk of stress and mental instability at work, which can harm their mental health (Kim et al, 2022). Sexual harassment or bullying in the workplaces victimizes female workers and destabilizes their work and family lives (Park et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

The effect of discriminatory culture against women and hierarchical culture on work–family conflict: the mediating role of sexual harassment

Park

2023

BJM

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PurposeThis study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.Design/methodology/approachData were collected from female employees in South Korea. Structural equation modeling was employed to analyze 202 responses obtained through a self-report survey.FindingsThe findings indicate that (a) discriminatory culture against women and a hierarchical culture were positively related to sexual harassment, and (b) sexual harassment positively affected work–family conflict. Additionally, both a discriminatory culture against women and a hierarchical culture had indirect effects on work–family conflict, which were mediated by sexual harassment.Originality/valueThis study can help researchers better understand the relationship between organizational culture and the work experience of female employees by examining the mechanisms that influence their work–family conflict.

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When Is the Negative Effect of Abusive Supervision on Task Performance Mitigated? An Empirical Study of Public Service Officers in Korea

Cited by 5 publications

References 59 publications

The effect of self-efficacy and organizational citizenship behavior toward knowledge sharing

The effect of self-efficacy and organizational citizenship behavior toward knowledge sharing

The effect of toxic leadership on turnover intention and counterproductive work behaviour in Indonesia public organisations

The effect of discriminatory culture against women and hierarchical culture on work–family conflict: the mediating role of sexual harassment

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