Korea Productivity Association
생산성논집, Vol.32 no.2 (2018)
상사의 비인격적 감독에 대한 인식이 부하직원의 이직의도에 미치는 영향 : 직무소외감의 매개효과를 중심으로
Recently, abusive supervision and its effects on employees' attitudes and behavior have received growing attentions from many scholars. They have mainly suggested that abusive behavior by supervisors would cause some negative attitudes and behaviors of employees. In spite of the fact that abusive supervisory behavior in workplace is believed to be pervasive phenomena in Korean organizations, however, domestic research on this area is relatively scant. The purpose of this study is to fill this gap. This study attempts to find the mediating role of employee's perception of job alienation between abusive supervisory behaviors and employee’s turnover intention. Through proving the mediating role of perceived job alienation among employees, this study would help the managers understand more clearly the psychological process and mechanism by which abusive supervision influences on employee's turnover intention. The results of the study showed the following. First, abusive supervision and employee’s job alienation are positively correlated, which means abusive supervision causes job alienation perception among employees. Second, job alienation perceived by employees is positively correlated with their intention to quit. Third, job alienation has a partial mediating effect on the relationship between abusive supervision and employee’s turnover intention. Finally, negative affectivity of the employees has some meaningful moderating effect on the relationship between abusive supervision and employee’s job alienation, but their interaction pattern is not like as predicted in the hypothesis of this study, which asks for further research effort on this issue. In conclusion, this study presents some suggestions for future research. First of all, more attention should be paid by domestic scholars on the influences of abusive supervision on employees’ attitudes and behaviors. As this study has suggested, abusive supervision may bring forth various negative influences on employees' responses in workplace. Secondly, future research should pay more attention to the role organizational or team climate may play in the relationship between the abusive supervision and employee turnover intention. Thirdly, this study suggests that future research need to exert more effort to find individual and situational factors which would stimulate abusive supervisory behavior at the workplace.