They can't treat you well under abusive supervision
Investigating the impact of job satisfaction and extrinsic motivation on healthcare employees
Bibliographic Data
| ID | 5722263 |
|---|---|
| Authors | Saeed Siyal (0000-0003-0982-157X, Beijing University of Chemical Technology, P.R. China, corresponding author), Maria Saeed (0000-0002-9497-4599, National University of Modern Languages, Pakistan), Munwar Hussain Pahi (0000-0003-4872-8335, PAF KIET, Pakistan), Rukhman Solangi (0000-0003-1755-9989, Sukkur IBA University, Pakistan), Chunlin Xin (0000-0003-0812-4975, Beijing University of Chemical Technology, P.R. China, corresponding author) |
| Year | 2021 |
| Volume | 33 |
| Issue | 4 |
| Pages | 401-423 |
| Publication date | 2021-11-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Rationality and Society (JOURNAL) |
| Journal identifiers | ISSN: 1043-4631 • E-ISSN: 1461-7358 |
| Publisher | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/10434631211033660 |
| OpenAlex | W3183589112 |
| Language | EN |
| Citations received | 5 |
| References cited | 86 |
Building on the emerging research that has demonstrated the adverse effects of abusive supervision on employee performance, this research draws on the theories of prosocial motivation and action identification. We develop and empirically test a mediation model to examine the indirect impact of abusive supervision on employee performance. Data were obtained from 430 Chinese healthcare employees to validate and test our proposed hypotheses and generalize the findings from Western settings in the Eastern context. The findings indicate that abusive supervision is negatively related to employee performance. Job satisfaction and extrinsic motivation mediated this relationship. The study has some important theoretical and practical implications, and we have also discussed some future directions
Abusive supervision · Health care · Job satisfaction · Mediation · Moderated mediation · Organizational commitment · Perceived organizational support · Political science · Prosocial behavior · Public sector · Public Service Motivation · Sociology · Applied Psychology · Ethics in Business and Education · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Violence and Bullying
The Effect of Work-Life Balance and Work Motivation towards Intention to Work from Home in the Future with Job Satisfaction as a Mediator
Could unlocking employee resilience be considered a potential path to achieving workplace success
Academic production of east Asian sinologists from the perspective of cultural psychology
Inclusive leadership and work engagement
The unwanted organisational items trapped in learninglessness
The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory
Editor’s Comments
Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice
Employee Commitment and Motivation
How to Write Up and Report PLS Analyses
Goodness-of-fit indices for partial least squares path modeling
Predictors of Abusive Supervision
Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance
Antecedents and outcomes of abusive supervision
Abusive supervision and subordinates' organization deviance.
Partial least squares structural equation modeling (PLS-SEM)
Consequences of abusive supervision
Political Skill in Organizations
Abusive supervision and subordinates' organizational citizenship behavior.
Job Satisfaction and Psychological Well-Being as Nonadditive Predictors of Workplace Turnover
Abusive Supervision and Employee Well‐Being
A longitudinal study on the early development of leader-member exchanges.
Social Undermining in the Workplace.
Common Beliefs and Reality About PLS
The dynamic componential model of creativity and innovation in organizations
European management research using partial least squares structural equation modeling (PLS-SEM)
PLS-Sem
Perceived organizational support.
Common method biases in behavioral research
Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models
PLS-SEM or CB-SEM
Partial least squares structural equation modeling (PLS-SEM)
SPSS and SAS procedures for estimating indirect effects in simple mediation models
Structural Equation Models with Unobservable Variables and Measurement Error
Social Exchange Theory
Self-Reports in Organizational Research
Path Analysis with Composite Variables
Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being
Self-Determination Theory in Work Organizations
Abusive Supervision
A review of abusive supervision research
When and how employees learn
Time to Try a Little Tenderness? The Detrimental Effects of Accountability When Coupled With Abusive Supervision
Does leadership lessen turnover? The moderated mediation effect of leader–member exchange and perspective taking on public servants
How Do Leaders Influence Innovation and Creativity in Employees? The Mediating Role of Intrinsic Motivation
The "What" and "Why" of Goal Pursuits
Determinants of coping
The Work Preference Inventory
The Norm of Reciprocity
Why Do High-Performance Human Resource Practices Matter for Employee Outcomes in Public Sector Universities? The Mediating Role of Person-Organization Fit Mechanism
Social Exchange Theory
| Unique citing works | 5 |
|---|---|
| Citations per year | 1,25 |
| Citation span | 2022 - 2026 (5) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 5 |