ABSTRACT

Drawing on self-enhancement theory, this study examines the exacerbating influence of employee resilience on the relationship between abusive supervision and employee reactions, namely employee self-esteem, turnover intention and innovative behaviors. Two waves of survey data were collected from 205 frontline employees of hospitality organizations in the UAE, and structural equation modeling was used to analyze the model. The findings suggest that the negative relationship between abusive supervision and employee self-esteem is stronger when employees have high resilience. The mediating effect of self-esteem on the relationship between abusive supervision and turnover intention or innovative behaviors is also significant for highly resilient employees. These findings provide novel insights by highlighting the previously unexplored exacerbating role played by employee resilience in the abusive supervision-employee work outcomes relationship in the hospitality context.

摘要

本研究借鉴自我提升理论，考察了员工韧性对虐待监督与员工反应之间关系的加剧影响，即员工自尊、离职倾向和创新行为。从阿联酋酒店组织的 205 名一线员工中收集了两波调查数据，并使用结构方程模型来分析模型。研究结果表明，当员工具有高弹性时，虐待性监督与员工自尊之间的负相关关系更强。自尊在虐待监督与离职意向或创新行为之间的中介作用对于高弹性员工也很显着。