Effects of abusive supervision on employees’ innovative behavior: The role of job insecurity and locus of control

2018 ◽  
Vol 60 (2) ◽  
pp. 152-159 ◽  
Author(s):  
Dawei Wang ◽  
Xiaowen Li ◽  
Mengmeng Zhou ◽  
Phil Maguire ◽  
Zhaobiao Zong ◽  
...  
Keyword(s):  
Locus Of Control ◽  
Job Insecurity ◽  
Abusive Supervision ◽  
Innovative Behavior

scholarly journals The Impact of Abusive Supervision on Job Insecurity: A Moderated Mediation Model

2020 ◽  
Vol 17 (21) ◽  
pp. 7773
Author(s):  
Dawei Wang ◽  
Chaoyue Zhao ◽  
Yalin Chen ◽  
Phil Maguire ◽  
Yixin Hu
Keyword(s):  
Social Cognitive ◽  
Cognitive Theory ◽  
Job Insecurity ◽  
Abusive Supervision ◽  
Mediating Role ◽  
The Social ◽  
Member Exchange ◽  
The Impact ◽  
Moderating Role

This paper explores the impact of abusive supervision on job insecurity under the frameworks of the social cognitive theory and the leader-member exchange theory; additionally, it explores the mediating role of leader-member exchange (LMX) and the moderating role of power distance. In this study, 944 employees from two state-owned enterprises located in China were surveyed via questionnaires. Results of the correlation analysis and statistical bootstrapping showed that (i) abusive supervision was significantly and positively related to job insecurity, (ii) LMX played a mediating role in the impact of abusive supervision on job insecurity, and (iii) power distance played a moderating role in the relationship between LMX and job insecurity. Based on the social cognitive theory, this study broadens the perspective of studies regarding job insecurity. It also provides practical suggestions for avoiding abusive supervision and for alleviating employees’ insecurities about management.

Job Insecurity and Workplace Deviance: The Moderating Role of Locus of Control

2018 ◽  
Vol 46 (10) ◽  
pp. 1673-1686 ◽  
Author(s):  
Zengrui Xiao ◽  
Daoyou Wu ◽  
Zhongju Liao
Keyword(s):  
Locus Of Control ◽  
Job Insecurity ◽  
Workplace Deviance ◽  
Counterproductive Work Behaviors ◽  
Hierarchical Regression ◽  
Work Behaviors ◽  
Internal Locus Of Control ◽  
Constructive Work ◽  
Interpersonal Deviance

Job insecurity has been widely associated with reduced constructive work behaviors; however, few researchers have taken counterproductive work behaviors into consideration when investigating job insecurity. From a retaliation perspective, we investigated whether qualitative and quantitative job insecurity increase or reduce employees' workplace deviance and how locus of control moderates these relationships. A survey was carried out with 263 participants from 40 firms in China, who completed mature, established scales, and hypotheses were tested using hierarchical regression modeling. The empirical results showed that quantitative job insecurity reduced organizational deviance and increased interpersonal deviance, whereas qualitative job insecurity increased both organizational and interpersonal deviance. Moreover, internal locus of control weakened the positive relationship between job insecurity and workplace deviance. Therefore, qualitative job insecurity was more detrimental than quantitative job insecurity in terms of workplace deviance, and both were more detrimental to those who are of an external locus of control.

scholarly journals Impact of Abusive Supervision on Interpersonal Conflict; Mediating Role of Breach of Psychological Contract and Moderating Role of Locus of Control

2016 ◽  
Vol 04 (01) ◽  
pp. 53-63
Author(s):  
Saima Ahsraf ◽  
◽  
Naila Ashraf
Keyword(s):  
Locus Of Control ◽  
Psychological Contract ◽  
Interpersonal Conflict ◽  
Abusive Supervision ◽  
Mediating Role ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

The purpose of this study was to examine the impact of abusive supervision on the interpersonal conflict among teachers in the education sector of Pakistan. The study also explores the mediating role of breach of psychological contract and moderating role of locus of control in the proposed model. The survey was conducted on the teachers of different schools, colleges, and universities of Rawalpindi, Islamabad, Karachi and Lahore. Data was collected from 272 teachers using questionnaires. Results indicated that abusive supervision is positively associated with the interpersonal conflict. Moreover,locus of control acts as a strong moderator on the relationship of abusive supervision and interpersonal conflict such that it weakens the relationship. However, breach of psychological contract didn’t mediate the relationship of abusive supervision and interpersonal conflict.

PERAN LOCUS OF CONTROL PADA HUBUNGAN JOB INSECURITY, KOMITMEN DAN KEPUASAN KERJA

2016 ◽  
Vol 1 (1) ◽  
pp. 71-80 ◽  
Author(s):  
Santi Retno Sari ◽  
Sitti Marijam Thawil
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Locus Of Control ◽  
Job Insecurity ◽  
Managerial Practices ◽  
Research Findings ◽  
Job Levels ◽  
Moderator Role ◽  
The Impact

The purpose of this paper is to examine the relationships between job insecurity and its outcomes (job satisfaction and commitment), also to examine the moderator role of locus of control in this relationship. Data were collected from 143 employees across different industries, and also different job levels. A series of regressions are employed to test the hypotheses. The results showed that job insecurity was directly and negatively related to job satisfaction and organizational commitment. The research findings also showed that locus of control moderated relations between job insecurity and two studied outcomes (job satisfaction and commitment). This study offers implications for managerial practices. This result suggest for manager how to overcome the impact of job insecurity on commitment and job satisfaction through locus of control. Keywords: job insecurity, locus of control, job satisfaction, commitment

scholarly journals The Effects of Abusive Supervision and Motivational Preference on Employees’ Innovative Behavior

2020 ◽  
Vol 12 (20) ◽  
pp. 8510
Author(s):  
Jian Tian ◽  
Yan Peng ◽  
Xing Zhou
Keyword(s):  
Self Efficacy ◽  
Cognitive Theory ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Innovative Behavior ◽  
The Sustainable Development ◽  
Important Relationship ◽  
Time Lagged ◽  
Creative Self

Individual innovative behavior has an important relationship with the sustainable development of an organization. Thus, mostly drawing on social cognitive theory, this study examined the relationship between abusive supervision and employees’ innovative behavior, focusing on the mediating role of creative self-efficacy and the moderating role of motivational preference. In an analysis of time-lagged data from three technological, innovation-based enterprises in Shenzhen, this study found that abusive supervision was negatively related to employees’ innovative behavior and that this relationship was mediated by creative self-efficacy. Moreover, motivational preference was found to moderate this relationship as well as that between abusive supervision and creative self-efficacy. Employees with higher levels of motivational preference (i.e., intrinsic motivational preference weighs more than extrinsic motivational preference) are more vulnerable to abusive supervision, causing lower creative self-efficacy performance and less innovative behavior. Alternately, employees with lower levels of motivational preference (i.e., extrinsic motivational preference weighs more than intrinsic motivational preference) are less vulnerable to abusive supervision, thus resulting in a weaker negative relationship between abusive supervision and their creative self-efficacy and innovative behavior.

Abusive Supervision and Supervisor-Directed Aggression: The Role of Self-Control

2012 ◽  
Author(s):  
Huiwen Lian ◽  
Douglas J. Brown ◽  
Lindie H. Liang ◽  
Lance Ferris ◽  
Lisa M. Keeping
Keyword(s):  
Abusive Supervision ◽  
Self Control
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