Résumés
Abstract
As a dark side of leadership, scholars have shown that abusive supervision (AS) has negative consequences for subordinates work, organizations and society. This study focuses on the detrimental effects of AS on employee turnover intention, which is one of the major concerns for firms in China. We examined the underlying psychological mechanism between AS and turnover intention, specifically by focusing on the mediational role of psychological capital (Luthans et al., 2007) based on the conservation of resources theory (COR, from Hobfoll, 2002). By explaining the process of how AS can deplete individuals’ resources, which leads to protective behaviour and attitudes, we attempt to integrate COR theory into the existing AS literature. We also investigated the moderating role of broader organizational contexts represented by organizational justice perception in the relationship between AS and turnover intention, showing boundary conditions where the effects of AS can be amplified with regard to overall organizational justice perception.
Based on survey data collected from young factory workers in northern China, this study finds that abusive supervision is positively correlated with turnover intention. Psychological capital, especially optimism, mediates this relationship. In addition, when workers perceived high levels of procedural and distributive organizational justice, this association between abusive supervision and turnover intention was even stronger. Furthermore, the perception of procedural organizational justice also moderated the mediation mechanism of optimism between abusive supervision and turnover intention.
This paper enriches the extant studies by considering the relationship between abusive supervision and its negative consequences for manufacturing workplaces in a non-western country, a context that has been little studied. In addition, by showing how psychological capital and the perception of organizational justice affect the AS-turnover intention relationship, this paper provides a nuanced and deeper understanding of the psychological mechanism and organizational context of abusive supervision.
Keywords:
- abusive supervision,
- factory workers,
- psychological capital,
- organizational justice perception,
- China
Résumé
En étudiant les aspects négatifs de certains leaders, des universitaires ont mis en lumière le côté sombre de la supervision abusive (SA) en montrant que celle-ci avait des conséquences négatives sur les subordonnés, les organisations et la société en général. Cette étude s’attarde aux effets de la SA sur l’intention de quitter du personnel, ce qui constitue actuellement l’une des préoccupations majeures des entreprises chinoises. Nous avons examiné le mécanisme psychologique sous-jacent entre SA et intention de quitter, en nous concentrant plus particulièrement sur le rôle médiateur du capital psychologique (Luthans et al., 2007) selon la théorie de la conservation des ressources (COR de Hobfoll, 2002). En expliquant comment l’AS contribue à épuiser les ressources des individus, ce qui conduit à des comportements défensifs et à des attitudes protectrices, nous souhaitons intégrer la théorie COR à la littérature existante sur la SA. Nous nous sommes également attardés au rôle modérateur de contextes organisationnels plus larges, notamment au rôle de la perception de la justice organisationnelle dans la relation entre SA et intention de quitter du personnel, cela en faisant ressortir les conditions limites dans lesquelles la SA peut avoir un effet amplifié sur la perception de la justice organisationnelle.
Fondée sur des données d’enquêtes recueillies auprès de jeunes ouvriers du nord de la Chine, cette étude révèle que la surveillance abusive a une relation directe sur l’intention de quitter. Toutefois, le capital psychologique, en particulier l’optimisme, agirait comme médiateur de cette relation. En outre, lorsque les travailleurs perçoivent de faibles niveaux de justice organisationnelle (procédurale et distributive), cet effet de la surveillance abusive sur l’intention de quitter est encore plus prononcé. De plus, la perception d’une justice organisationnelle procédurale déficiente modère également le rôle médiateur qu’aurait l’optimisme sur la relation entre supervision abusive et intention de quitter.
Cet article enrichit les recherches antérieures en examinant les effets négatifs de la surveillance abusive dans les ateliers de fabrication d’un pays non occidental, en l’occurrence la Chine, contexte peu étudié jusqu’à ce jour. En outre, en montrant comment le capital psychologique et la perception de la justice organisationnelle affectent la relation surveillance abusive/intention de quitter, il apporte une compréhension plus nuancée et plus approfondie des mécanismes psychologiques, ainsi que du contexte organisationnel de cette surveillance abusive.
Mots-clés:
- supervision abusive,
- travailleurs d’usine,
- capital psychologique,
- perception,
- justice organisationnelle,
- Chine
Resumen
Identificada como un aspecto oscuro del liderazgo, los académicos han demostrado que la supervisión abusiva (SA) tiene consecuencias negativas para el trabajo de los subordinados, las organizaciones y la sociedad. Este estudio se centra en los efectos perjudiciales de la SA sobre la intención de dejar el empleo, que constituye una de las principales preocupaciones de las empresas en China. Examinamos el mecanismo psicológico subyacente entre la SA y la intención de dejar el empleo, específicamente al concentrarnos en el rol mediador del capital psicológico (Luthans y al., 2007) basándonos en la teoría de la conservación de los recursos (COR, de Hobfoll, 2002). Al explicar el proceso por el cual las SA pueden agotar los recursos de los individuos que conduce, enseguida, a comportamientos y actitudes de protección, intentamos integrar la teoría COR en la literatura existente sobre la SA. También investigamos el rol moderador de los contextos organizacionales más amplios representados por la percepción de la justicia organizacional en la relación entre la SA y la intención de dejar el empleo, mostrando condiciones extremas donde los efectos de las SA pueden amplificarse con respecto a la percepción general de la justicia organizacional.
Basándose en datos de encuestas recopiladas de trabajadores de fábricas jóvenes en el norte de China, este estudio demuestra que la supervisión abusiva está positivamente asociada con la intención de dejar el empleo, y que el capital psicológico, especialmente el optimismo, actúa como mediador de esta relación. Así mismo, cuando los trabajadores perciben altos niveles de justicia organizativa de procesal y distributiva, esta asociación entre la supervisión abusiva y la intención de dejar el empleo era aún más fuerte. Es más, la percepción de la justicia organizacional procesal tiene también un rol moderador en el mecanismo de mediación del optimismo entre la supervisión abusiva y la intención de dejar el empleo.
Este documento enriquece los estudios existentes al considerar la relación entre la supervisión abusiva y sus consecuencias negativas para los lugares de trabajo de fabricación en un país no occidental, un contexto que ha sido poco estudiado. Además, al mostrar cómo el capital psicológico y la percepción de la justicia organizacional afectan la relación entre la intención de dejar el empleo y la SA, este articulo proporciona una comprensión sutil y más profunda del mecanismo psicológico y del contexto organizativo de la supervisión abusiva.
Palabras clave:
- supervisión abusiva,
- trabajadores de fábrica,
- capital psicológico,
- percepción de justicia organizacional,
- China
Parties annexes
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