Korea Productivity Association


생산성논집, Vol.31 no.4 (2017)

비인격적 감독과 외국인근로자들의 문화적응 : 지각된 역량발휘가능성 및 직업배태성의 매개역할


(인하대학교 경영대학 교수)


(인하대학교 일반대학원 경영학과)

Abusive supervision could be viewed as more than just one form of negative feedback or personal insult, especially to foreign workers. Migrant workers who perceived their supervisors were more abusive are less likely to experience job stability and therefore failed to adapt to the host society. In this regard, this study examined how abusive supervision influences foreign workers’ acculturation i.e. integration along with the mediating role of perceived competence mobilization (PCM) and job embeddedness in the relationship. Valid and reliable self-report evaluation measures were collected from a sample of 225 foreign workers in South Korea. Immigration rules allow them to live in Korea for up to 4 years and 10 months on their first E-9 visa. After which they can get the chance to change this visa into E-7, to live and work in Korea continuously. However, these workers find it difficult to change their visa from E-9 to E-7. Without their employer's help, it becomes extremely difficult because the requirements are quite stringent. Following data collection, the models in the present study were tested by implementing a structural equation modeling (SEM) approach, using maximum likelihood estimation and a covariance matrix based on item parceling as input. The results indicate that the direct path between PCM and acculturation was nonsignificant, and the hypothesized model fit was not substantially improved as compared to the full mediation model. The best-fit model was the full-mediation model that included indirect effects of abusive supervision and a path from PCM to acculturation through job embeddedness. Based on these findings, it is suggested that managers need to pay attention to the role of foreign workers' job embeddedness through perceptions of competence mobilization in their acculturation.

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