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The relationship between abusive supervision and employee's reaction: the job demands-resources model perspective
Personnel Review ( IF 3.228 ) Pub Date : 2020-04-02 , DOI: 10.1108/pr-01-2019-0002
Liang-Chih Huang , Cheng-Chen Lin , Szu-Chi Lu

Based on the job demands-resources model, the present study proposes viewing abusive supervision as one type of job demand causing employees' emotional exhaustion, which results in psychological withdrawal behavior. In addition, job crafting can be viewed as a means to acquire job resources, and it buffers the influence of abusive supervision on employees' emotional exhaustion. Moreover, the present study also proposes the moderating effect of job crafting on abusive supervision and psychological withdrawal behavior will be mediated by emotional exhaustion.,Considering the issue of common method variance, data were not only collected in a multi-temporal research design but also tested by Harman's one-factor test. In addition, a series of confirmatory factor analyses was conducted to ensure the discriminant validity of measures. The moderated mediation hypotheses were tested on a sample of 267 participants.,The process model analysis showed that emotional exhaustion partially mediates the relationship between abusive supervision and psychological withdrawal behavior. Moreover, job crafting buffers the detrimental effect of abusive supervision on emotional exhaustion, and the less exhausted employees exhibit less psychological withdrawal behavior than those exhausted.,This study proposed a moderated mediation model to examine how and when abusive supervision leads to more employees' psychological withdrawal behaviors, and found that emotional exhaustion is one potential mechanism and job crafting is one potential moderator. Specifically, it was revealed that employees view abusive supervision as a kind of social and organizational aspect of job demands which will exacerbate emotional exhaustion, and, in turn, lead to more psychological withdrawal behavior. However, when employees view themselves as job crafter, they can adopt various job crafting behaviors to decrease the emotional exhaustion, and thus less psychological withdrawal behavior.

中文翻译:

虐待性监督与员工反应之间的关系:工作需求-资源模型视角

基于工作需求-资源模型,本研究提出将滥用监督视为导致员工情绪疲惫,导致心理退缩行为的一种工作需求。此外,工作技巧可以被视为获取工作资源的一种手段,它可以缓冲滥用监督对员工情绪疲惫的影响。此外,本研究还提出,工作拟定对虐待性监督的调节作用和心理退缩行为将由情绪疲惫所介导。考虑到通用方法差异的问题,不仅在多时相研究设计中收集了数据,而且还收集了数据。经过Harman的一因素测试。此外,进行了一系列验证性因素分析,以确保措施的判别有效性。在267名参与者的样本中测试了仲裁中介假设。过程模型分析表明,情绪疲惫部分地调节了滥用监督与心理退缩行为之间的关系。此外,工作制定缓冲了滥用监督对情绪疲惫的有害影响,较疲惫的员工表现出比疲惫的员工更少的心理退缩行为。本研究提出了一种适度的调解模型,以研究滥用监管如何以及何时导致更多员工的心理退缩行为,并发现情绪疲惫是一种潜在的机制,而工作精心设计是一种潜在的调节者。特别,据透露,员工将滥用监督视为工作要求的一种社会和组织方面,这将加剧情绪疲惫,进而导致更多的心理退缩行为。但是,当员工将自己视为求职者时,他们可以采取各种求职行为以减少情绪疲惫,从而减少心理退缩行为。
更新日期:2020-04-02
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