This study focuses on a set of undesirable management behaviors known as abusive supervision. Specifically, we examine the moderating effects of satisfaction with pay and dyadic duration on the relationship between abusive supervision and organization...
This study focuses on a set of undesirable management behaviors known as abusive supervision. Specifically, we examine the moderating effects of satisfaction with pay and dyadic duration on the relationship between abusive supervision and organizational citizenship behaviors(OCBs). Thus, this research questions whether abusive supervision`s negative impact on a subordinate`s willingness to perform OCBs might be impacted by the presence of other variables.
In order to accomplish the purpose of this study, questionaries were administered on 164 employees of 5 organization in Beijing, Shanghai, Changchun, Tianjin, Yantai, in China. Finally, SPSS is used to analyzed the survey of this results.
This study explored the boundary conditions of the negative impact of abusive supervision on OCBs.
The moderating impact of dyadic duration suggests that the nature of individual responses to abusive supervision develop and change over tim within a specific dyad.
The moderating impact of satisfaction with pay suggests the results to imply that individuals who are satisfied with their compensation are more tolerant of abusive supervisors than individuals who feel like their compensation is too low.
This study is not without limitations. While the use of self-ed OCBs avoids the possibility that abusive supervisors rate employee OCBs differently than non-abusive supervisors, it may also be subject to common-method bias. Additionally, the causality implied in our theoretical statements can not be directly tested without longitudinal data.
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