Abusive Supervision and Career Adaptability: The Role of Self-Efficacy and Coworker Support

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2021-05-25 DOI:10.1080/08959285.2021.1928134

Muhammad Imran Rasheed, Q. Weng, W. Umrani, M. Moin

引用次数: 13

Abstract

ABSTRACT Recent literature on abusive supervision has suggested its negative impact on a number of work outcomes. However, we still have little knowledge about the impact of destructive leadership on employee career outcomes. Drawing on social cognitive theory (SCT), we propose that abusive supervision challenges employee career adaptability by damaging career self-efficacy beliefs in the workplace. Three-wave data collected from 287 employees working in different organizations situated in China has shown that abusive supervision is negatively related to employee career adaptability through career self-efficacy. Moreover, coworker support was found to buffer the association between abusive supervision and career adaptability such that the relationships are weaker at higher levels of coworker support. Implications for researchers and practitioners and research directions for the future are discussed.

查看原文本刊更多论文

滥用监督与职业适应性：自我效能和同事支持的作用

最近关于滥用监管的文献表明，它对许多工作成果产生了负面影响。然而，我们对破坏性领导对员工职业发展结果的影响仍然知之甚少。利用社会认知理论(SCT)，我们提出辱骂性监督通过破坏工作场所的职业自我效能信念来挑战员工的职业适应能力。对287名在中国不同组织工作的员工进行的三波数据分析表明，虐待性监督通过职业自我效能感与员工的职业适应性呈负相关。此外，同事支持对虐待监督与职业适应之间的关系有缓冲作用，在较高的同事支持水平上，这种关系较弱。讨论了对研究人员和实践者的启示以及未来的研究方向。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.