Religiousness, collectivism, and helping behavior: The invigorating role of abusive supervision

Abusive supervision and helping behavior among nursing staff: a moderated mediation model

PURPOSE

This study aims to explore the adverse impacts of abusive supervision on helping behaviors among employees, as mediating by intention to leave and moderating by Islamic work ethics (IWE).

DESIGN/METHODOLOGY/APPROACH

A quantitative approach was employed, and the sample consisted of 283 nurses working in various public sector hospitals in Pakistan. The data analysis was conducted using SPSS and AMOS with the PROCESS macro.

FINDINGS

The results suggest that abusive supervision diminishes helping behavior among nurses. Additionally, the study reveals that intention to leave mediates the relationship of abusive supervision and nurses' helping behavior. Moreover, the introduction of IWE as a boundary condition reveals that the mediated link is weaker when IWE is higher, and vice versa.

PRACTICAL IMPLICATIONS

This study provides valuable insights for hospital authorities to develop intervention strategies and policies aimed at reducing abusive supervision in hospitals. Hospital management should also be aware of the detrimental effects of abusive supervision on nurses' helping behaviors, which can be mitigated by promoting ethical values aligned with IWE.

ORIGINALITY/VALUE

This study makes a valuable contribution to the limited research on the link between abusive supervision and helping behaviors in hospital settings. It offers new perspectives by incorporating the Conservation of Resources theory, particularly within the healthcare sector. Furthermore, this research expands the current knowledge by investigating the mediating influence of intention to leave and the moderating effect of IWE in mitigating the adverse impact of abusive supervision on nurses' helping behavior in Pakistan's public sector hospitals.

How Fear of External Threats Plays Roles: An Examination of Supervisors' Trait Anger, Abusive Supervision, Subordinate Burnout and CCB

In times of uncertainty, such as during COVID-19, many organizations experience profit decline, and employees develop a fear of external threats, such as organizational layoffs. However, most of the literature focuses on how people's fear influences their well-being. Less is known about how employees' fear of external threats influences their workplace behaviors. The current study proposes that supervisors' fear of external threats stimulates those who are high in trait anger to behave in a more abusive way. Simultaneously, subordinates' fear of external threats would strengthen the positive relationship between abusive supervision and their burnout and compulsory citizenship behaviors (CCB), as fear of external threats constrains their response options to abusive supervision. We tested the hypotheses with a multiwave and multisource survey study (N = 322 dyads) in China, and the results showed that supervisors' fear of external threats strengthened the positive effect of trait anger on abusive supervision. Subordinates' fear of external threats strengthens the positive relationships of abusive supervision with CCB and the mediating effect of abusive supervision in the relationship of supervisors' trait anger with subordinates' CCB. Our study enriches people's understanding of how supervisors' and subordinates' fear of external threats may play roles in workplace behaviors.

Carrot and Stick Approach: The Exploitative Leadership and Absenteeism in Education Sector

Utilizing the conservation of resources theory, this study investigates serial mediation of facades of conformity and depression between exploitative leadership and absenteeism. A total of 211 education sector employees using the convenient sampling technique took part in the survey with data collected in a time-lagged research design. Findings of the study reveal that facades of conformity and depression mediate the independent paths and play a serial mediating role between EL and absenteeism path. This study suggests that EL works as a workplace stressor, under which employees try to protect their valuable resources from further loss in the form of facades of conformity, in doing so, it leads to depression; thus, employees ultimately use absenteeism as an active coping strategy to cope with workplace stressors.