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THE ROLE OF SELF-EFFICACY IN THE EFFECT OF ABUSIVE SUPERVISION ON THE PSYCHOLOGICAL AND BEHAVIORAL RESPONSES OF EMPLOYEES

Yıl 2020, Cilt: 19 Sayı: 37, 155 - 174, 01.06.2020

Salih Zeki İmamoğlu Hüseyin İnce Neslihan Latifoğlu

Öz

Abusive supervision that expresses the maltreatment of managers to employees affects psychological and behavioral perceptions of the employees negatively, reduces their job satisfaction and may even cause the employees' intention to leave. In addition, it is seen that employees with low self-efficacy are more affected by this. In this context, it is aimed to investigate the role of self-efficacy in the effect of abusive supervision on the psychological and behavioral responses of the employees. The research was conducted on 290 people working in companies from various sectors operating in Istanbul and Kocaeli. The data obtained by the survey method were analyzed by appropriate statistical methods (factor analysis, correlation analysis, regression analysis, and hierarchical regression analysis) and interpreted. The findings show that abusive supervision positively affects the intention to leave and the perception of stress plays a partial mediator role in this positive relationship. Furthermore, it is found that the relationship between abusive supervision and intention to leave is higher in employees with low self-efficacy and lower in employees with high self-efficacy.

Anahtar Kelimeler

Abuse Management Psychological and Behavioral Responses Self-Efficacy

Kaynakça

  • Arshadi, N., & Damiri, H. (2013), “The relationship of job stress with turnover intention and job performance: Moderating role of OBSE”, Procedia-Social and Behavioral Sciences, 84, 706-710.
  • Aryee, S., Sun, L. Y., Chen, Z. X., & Debrah, Y. A. (2008), “Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure”, Management and Organization Review, 4(3), 393-411.
  • Bamberger, P. A., & Bacharach, S. B. (2006), “Abusive supervision and subordinate problem drinking: Taking resistance, stress and subordinate personality into account”, Human Relations, 59(6), 723-752.
  • Bandura, A. (1986), “The explanatory and predictive scope of self-efficacy theory”, Journal of Social and Clinical Psychology, 4(3), 359-373.
  • Bandura, A. (1988), “Organisational applications of social cognitive theory”, Australian Journal of Management, 13(2), 275-302.
  • Bandura, A. (1991), “Social cognitive theory of self-regulation”, Organizational Behavior and Human Decision Processes, 50(2), 248-287.
  • Bandura, A. (1993), “Perceived self-efficacy in cognitive development and functioning”, Educational Psychologist, 28(2), 117-148.
  • Barnes, L. L., Agago, M. O., & Coombs, W. T. (1998), “Effects of job-related stress on faculty intention to leave academia”, Research in Higher Education, 39(4), 457-469.
  • Baron, R. M., & Kenny, D. A. (1986), “The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations”, Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Baumeister, R. F., Bratslavsky, E., Muraven, M., & Tice, D. M. (1998), “Ego depletion: Is the active self a limited resource?”, Journal of Personality and Social Psychology, 74(5), 1252–1265.
  • Burke, R. J. (2017), “Toxic leaders: Exploring the dark side”, Effective Executive, 20(1), 10-14.
  • Carlson, D., Ferguson, M., Hunter, E., & Whitten, D. (2012), “Abusive supervision and work–family conflict: The path through emotional labor and burnout”, The Leadership Quarterly, 23(5), 849-859.
  • Chatman, J. A. (1989), “Improving interactional organizational research: A model of person-organization fit”, Academy of Management Review, 14(3), 333-349.
  • Chemers, M. M., Hu, L. T., & Garcia, B. F. (2001), “Academic self-efficacy and first year college student performance and adjustment”, Journal of Educational Psychology, 93(1), 55-64.
  • Chi, S. C. S., & Liang, S. G. (2013), “When do subordinates' emotion-regulation strategies matter? Abusive supervision, subordinates' emotional exhaustion, and work withdrawal”, The Leadership Quarterly, 24(1), 125-137.
  • Cohen, R. (1983), “Self-generated questions as an aid to reading comprehension”, The Reading Teacher, 36(8), 770-775.
  • Colligan, T. W., & Higgins, E. M. (2006), “Workplace stress: Etiology and consequences”, Journal of Workplace Behavioral Health, 21(2), 89-97.
  • Cropanzano, R., & Mitchell, M. S. (2005), “Social exchange theory: An interdisciplinary review”, Journal of Management, 31(6), 874-900.
  • Dai, Y. D., Zhuang, W. L., & Huan, T. C. (2019), “Engage or quit? The moderating role of abusive supervision between resilience, intention to leave and work engagement”, Tourism Management, 70, 69-77.
  • Duffy, M. K., Ganster, D. C., & Pagon, M. (2002), “Social undermining in the workplace”, Academy of Management Journal, 45(2), 331-351.
  • Emerson, R. M. (1976), “Social exchange theory”, Annual Review of Sociology, 2(1), 335-362.
  • Epstein, S. (1973), “The self-concept revisited: Or a theory of a theory”, American Psychologist, 28(5), 404-416.
  • Glass, D. C., Singer, J. E., & Friedman, L. N. (1969), “Psychic cost of adaptation to an environmental stressor”, Journal of Personality and Social Psychology, 12(3), 200-210.
  • Gustafsson, H., & Skoog, T. (2012), “The mediational role of perceived stress in the relation between optimism and burnout in competitive athletes”, Anxiety, Stress & Coping, 25(2), 183-192.
  • Harms, P. D., Credé, M., Tynan, M., Leon, M., & Jeung, W. (2017), “Leadership and stress: A meta-analytic review”, The Leadership Quarterly, 28(1), 178-194.
  • Hayes, A. F. (2012), “PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling [White paper]”. Retrieved from http://www.afhayes.com/public/process2012.pdf.
  • Hobfoll, S. E. (1989), “Conservation of resources: A new attempt at conceptualizing stress”, American Psychologist, 44(3), 513-524.
  • Hobfoll, S. E. (2002), “Social and psychological resources and adaptation”, Review of General Psychology, 6(4), 307-324.
  • Hobfoll, S. E., & Jackson, A. P. (1991), “Conservation of resources in community intervention”, American Journal of Community Psychology, 19(1), 111-121.
  • Hobfoll, S. E., & Lilly, R. S. (1993), “Resource conservation as a strategy for community psychology”, Journal of Community Psychology, 21(2), 128-148.
  • Huo, Y., Lam, W., & Chen, Z. (2012), “Am I the only one this supervisor is laughing at? Effects of aggressive humor on employee strain and addictive behaviors”, Personnel Psychology, 65(4), 859-885.
  • Janssen, O., Lam, C. K., & Huang, X. (2010), “Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect”, Journal of Organizational Behavior, 31(6), 787-809.
  • Jiang, W., Wang, L., & Lin, H. (2016), “The role of cognitive processes and individual differences in the relationship between abusive supervision and employee career satisfaction”, Personality and Individual Differences, 99, 155-160.
  • Jiang, H., Chen, Y., Sun, P., & Yang, J. (2017), “The relationship between authoritarian leadership and employees’ deviant workplace behaviors: The mediating effects of psychological contract violation and organizational cynicism”, Frontiers in Psychology, 8: 732, 1-12.
  • Ju, D., Huang, M., Liu, D., Qin, X., Hu, Q., & Chen, C. (2019), “Supervisory consequences of abusive supervision: An investigation of sense of power, managerial self-efficacy, and task-oriented leadership behavior”, Organizational Behavior and Human Decision Processes, 154, 80-95.
  • Khan, S. N., Qureshi, I. M., & Ahmad, H. I. (2010), “Abusive supervision and negative employee outcomes”, European Journal of Social Sciences, 15(4), 490-500.
  • Kluemper, D. H., Mossholder, K. W., Ispas, D., Bing, M. N., Iliescu, D., & Ilie, A. (2019), “When core self-evaluations influence employees’ deviant reactions to abusive supervision: The moderating role of cognitive ability”, Journal of Business Ethics, 159(2), 435-453.
  • Labrague, L. J., McEnroe‐Petitte, D. M., Gloe, D., Tsaras, K., Arteche, D. L., & Maldia, F. (2017), “Organizational politics, nurses' stress, burnout levels, turnover intention and job satisfaction”, International Nursing Review, 64(1), 109-116.
  • Lavoie‐Tremblay, M., Fernet, C., Lavigne, G. L., & Austin, S. (2016), “Transformational and abusive leadership practices: impacts on novice nurses, quality of care and intention to leave”, Journal of Advanced Nursing, 72(3), 582-592.
  • Lee, Y. W., Dai, Y. T., Chang, M. Y., Chang, Y. C., Yao, K. G., & Liu, M. C. (2017), “Quality of work life, nurses’ intention to leave the profession, and nurses leaving the profession: A one‐year prospective survey”, Journal of Nursing Scholarship, 49(4), 438-444.
  • Leonard, N. H., Beauvais, L. L., & Scholl, R. W. (1999), “Work motivation: The incorporation of self-concept-based processes”, Human Relations, 52(8), 969-998.
  • Lo, W. Y., Chien, L. Y., Hwang, F. M., Huang, N., & Chiou, S. T. (2018), “From job stress to intention to leave among hospital nurses: A structural equation modelling approach”, Journal of Advanced Nursing, 74(3), 677-688.
  • Mackey, J. D., Frieder, R. E., Perrewé, P. L., Gallagher, V. C., & Brymer, R. A. (2015), “Empowered employees as social deviants: The role of abusive supervision”, Journal of Business and Psychology, 30(1), 149-162.
  • Marsh, H. W., & Shavelson, R. (1985), “Self-concept: Its multifaceted, hierarchical structure”, Educational Psychologist, 20(3), 107-123.
  • Motowidlo, S. J., Packard, J. S., & Manning, M. R. (1986), “Occupational stress: Its causes and consequences for job performance”, Journal of Applied Psychology, 71(4), 618-629.
  • Mowday, R., Porter, L., & Steers, R. (1982), “Organizational linkages: the psychology of commitment”, Journal of Vocational Behavior, 14(4), 224-247.
  • Nantsupawat, A., Kunaviktikul, W., Nantsupawat, R., Wichaikhum, O. A., Thienthong, H., & Poghosyan, L. (2017), “Effects of nurse work environment on job dissatisfaction, burnout, intention to leave”, International Nursing Review, 64(1), 91-98.
  • Noor, S., & Maad, N. (2008), “Examining the relationship between work life conflict, stress and turnover intentions among marketing executives in Pakistan”, International journal of Business and Management, 3(11), 93-102.
  • Ouyang, K., Lam, W., & Wang, W. (2015), “Roles of gender and identification on abusive supervision and proactive behavior”, Asia Pacific Journal of Management, 32(3), 671-691.
  • Paillé, P. (2011), “Stressful work, citizenship behaviour and intention to leave the organization in a high turnover environment: examining the mediating role of job satisfaction”, Journal of Management Research, 3(1), 1-14.
  • Peltokorpi, V. (2019), “Abusive supervision and emotional exhaustion: the moderating role of power distance orientation and the mediating role of interaction avoidance”, Asia Pacific Journal of Human Resources, 57(3), 251-275.
  • Qaiser Danish, R., Javaid, Z., Fawad Ali, H., Shahid, R., Muneeb Mehta, A., & Imtiaz, N. (2019), “Impact of abusive supervision on organizational citizenship behavior with the mediating role of organizational justice: A study of individuals working in private sector firms of Pakistan”, European Online Journal of Natural and Social Sciences: Proceedings, 8(2), 119-128.
  • Qureshi, M. I., Iftikhar, M., Abbas, S. G., Hassan, U., Khan, K., & Zaman, K. (2013), “Relationship between job stress, workload, environment and employees turnover intentions: What we know, what should we know”, World Applied Sciences Journal, 23(6), 764-770.
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İSTİSMARCI YÖNETİMİN ÇALIŞANLARIN PSİKOLOJİK VE DAVRANIŞSAL TEPKİLERİ ÜZERİNE ETKİSİNDE ÖZ YETERLİLİĞİN ROLÜ

Yıl 2020, Cilt: 19 Sayı: 37, 155 - 174, 01.06.2020

Salih Zeki İmamoğlu Hüseyin İnce Neslihan Latifoğlu

Öz

Yöneticilerin çalışanlara yönelik kötü muamelesini ifade eden istismarcı yönetim, çalışanların psikolojik ve davranışsal algılarını olumsuz etkilemekte, iş tatminlerini azaltmakta ve hatta çalışanların işten ayrılma niyetine sebep olabilmektedir. Ayrıca, öz yeterliliği düşük çalışanların bundan daha fazla etkilendikleri görülmektedir. Bu çerçevede, istismarcı yönetimin çalışanların psikolojik ve davranışsal tepkileri üzerine etkisinde öz yeterliliğin rolü araştırılmak amaçlanmıştır. Araştırma İstanbul ve Kocaeli illerinde faaliyet gösteren çeşitli sektörlerdeki işletmelerde çalışan 290 kişi üzerinde gerçekleştirilmiştir. Anket yöntemiyle elde edilen veriler; uygun istatistiksel yöntemlerle (faktör analizi, korelasyon analizi, regresyon analizi ve hiyerarşik regresyon analizi) analiz edilmiş ve yorumlanmıştır. Elde edilen bulgular göstermektedir ki, istismarcı yönetim işten ayrılma niyetini pozitif yönde etkilemekte ve bu pozitif ilişkide çalışanların stres algısı kısmi aracı rol oynamaktadır. Ayrıca istismarcı yönetim ve işten ayrılma niyeti arasındaki ilişkinin öz yeterliliği düşük olan çalışanlarda daha yüksek, öz yeterliliği yüksek olan çalışanlarda daha düşük olduğu görülmektedir.

Anahtar Kelimeler

İstismarcı Yönetim Psikolojik ve Davranışsal Tepki Öz Yeterlilik

Kaynakça

  • Arshadi, N., & Damiri, H. (2013), “The relationship of job stress with turnover intention and job performance: Moderating role of OBSE”, Procedia-Social and Behavioral Sciences, 84, 706-710.
  • Aryee, S., Sun, L. Y., Chen, Z. X., & Debrah, Y. A. (2008), “Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure”, Management and Organization Review, 4(3), 393-411.
  • Bamberger, P. A., & Bacharach, S. B. (2006), “Abusive supervision and subordinate problem drinking: Taking resistance, stress and subordinate personality into account”, Human Relations, 59(6), 723-752.
  • Bandura, A. (1986), “The explanatory and predictive scope of self-efficacy theory”, Journal of Social and Clinical Psychology, 4(3), 359-373.
  • Bandura, A. (1988), “Organisational applications of social cognitive theory”, Australian Journal of Management, 13(2), 275-302.
  • Bandura, A. (1991), “Social cognitive theory of self-regulation”, Organizational Behavior and Human Decision Processes, 50(2), 248-287.
  • Bandura, A. (1993), “Perceived self-efficacy in cognitive development and functioning”, Educational Psychologist, 28(2), 117-148.
  • Barnes, L. L., Agago, M. O., & Coombs, W. T. (1998), “Effects of job-related stress on faculty intention to leave academia”, Research in Higher Education, 39(4), 457-469.
  • Baron, R. M., & Kenny, D. A. (1986), “The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations”, Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Baumeister, R. F., Bratslavsky, E., Muraven, M., & Tice, D. M. (1998), “Ego depletion: Is the active self a limited resource?”, Journal of Personality and Social Psychology, 74(5), 1252–1265.
  • Burke, R. J. (2017), “Toxic leaders: Exploring the dark side”, Effective Executive, 20(1), 10-14.
  • Carlson, D., Ferguson, M., Hunter, E., & Whitten, D. (2012), “Abusive supervision and work–family conflict: The path through emotional labor and burnout”, The Leadership Quarterly, 23(5), 849-859.
  • Chatman, J. A. (1989), “Improving interactional organizational research: A model of person-organization fit”, Academy of Management Review, 14(3), 333-349.
  • Chemers, M. M., Hu, L. T., & Garcia, B. F. (2001), “Academic self-efficacy and first year college student performance and adjustment”, Journal of Educational Psychology, 93(1), 55-64.
  • Chi, S. C. S., & Liang, S. G. (2013), “When do subordinates' emotion-regulation strategies matter? Abusive supervision, subordinates' emotional exhaustion, and work withdrawal”, The Leadership Quarterly, 24(1), 125-137.
  • Cohen, R. (1983), “Self-generated questions as an aid to reading comprehension”, The Reading Teacher, 36(8), 770-775.
  • Colligan, T. W., & Higgins, E. M. (2006), “Workplace stress: Etiology and consequences”, Journal of Workplace Behavioral Health, 21(2), 89-97.
  • Cropanzano, R., & Mitchell, M. S. (2005), “Social exchange theory: An interdisciplinary review”, Journal of Management, 31(6), 874-900.
  • Dai, Y. D., Zhuang, W. L., & Huan, T. C. (2019), “Engage or quit? The moderating role of abusive supervision between resilience, intention to leave and work engagement”, Tourism Management, 70, 69-77.
  • Duffy, M. K., Ganster, D. C., & Pagon, M. (2002), “Social undermining in the workplace”, Academy of Management Journal, 45(2), 331-351.
  • Emerson, R. M. (1976), “Social exchange theory”, Annual Review of Sociology, 2(1), 335-362.
  • Epstein, S. (1973), “The self-concept revisited: Or a theory of a theory”, American Psychologist, 28(5), 404-416.
  • Glass, D. C., Singer, J. E., & Friedman, L. N. (1969), “Psychic cost of adaptation to an environmental stressor”, Journal of Personality and Social Psychology, 12(3), 200-210.
  • Gustafsson, H., & Skoog, T. (2012), “The mediational role of perceived stress in the relation between optimism and burnout in competitive athletes”, Anxiety, Stress & Coping, 25(2), 183-192.
  • Harms, P. D., Credé, M., Tynan, M., Leon, M., & Jeung, W. (2017), “Leadership and stress: A meta-analytic review”, The Leadership Quarterly, 28(1), 178-194.
  • Hayes, A. F. (2012), “PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling [White paper]”. Retrieved from http://www.afhayes.com/public/process2012.pdf.
  • Hobfoll, S. E. (1989), “Conservation of resources: A new attempt at conceptualizing stress”, American Psychologist, 44(3), 513-524.
  • Hobfoll, S. E. (2002), “Social and psychological resources and adaptation”, Review of General Psychology, 6(4), 307-324.
  • Hobfoll, S. E., & Jackson, A. P. (1991), “Conservation of resources in community intervention”, American Journal of Community Psychology, 19(1), 111-121.
  • Hobfoll, S. E., & Lilly, R. S. (1993), “Resource conservation as a strategy for community psychology”, Journal of Community Psychology, 21(2), 128-148.
  • Huo, Y., Lam, W., & Chen, Z. (2012), “Am I the only one this supervisor is laughing at? Effects of aggressive humor on employee strain and addictive behaviors”, Personnel Psychology, 65(4), 859-885.
  • Janssen, O., Lam, C. K., & Huang, X. (2010), “Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect”, Journal of Organizational Behavior, 31(6), 787-809.
  • Jiang, W., Wang, L., & Lin, H. (2016), “The role of cognitive processes and individual differences in the relationship between abusive supervision and employee career satisfaction”, Personality and Individual Differences, 99, 155-160.
  • Jiang, H., Chen, Y., Sun, P., & Yang, J. (2017), “The relationship between authoritarian leadership and employees’ deviant workplace behaviors: The mediating effects of psychological contract violation and organizational cynicism”, Frontiers in Psychology, 8: 732, 1-12.
  • Ju, D., Huang, M., Liu, D., Qin, X., Hu, Q., & Chen, C. (2019), “Supervisory consequences of abusive supervision: An investigation of sense of power, managerial self-efficacy, and task-oriented leadership behavior”, Organizational Behavior and Human Decision Processes, 154, 80-95.
  • Khan, S. N., Qureshi, I. M., & Ahmad, H. I. (2010), “Abusive supervision and negative employee outcomes”, European Journal of Social Sciences, 15(4), 490-500.
  • Kluemper, D. H., Mossholder, K. W., Ispas, D., Bing, M. N., Iliescu, D., & Ilie, A. (2019), “When core self-evaluations influence employees’ deviant reactions to abusive supervision: The moderating role of cognitive ability”, Journal of Business Ethics, 159(2), 435-453.
  • Labrague, L. J., McEnroe‐Petitte, D. M., Gloe, D., Tsaras, K., Arteche, D. L., & Maldia, F. (2017), “Organizational politics, nurses' stress, burnout levels, turnover intention and job satisfaction”, International Nursing Review, 64(1), 109-116.
  • Lavoie‐Tremblay, M., Fernet, C., Lavigne, G. L., & Austin, S. (2016), “Transformational and abusive leadership practices: impacts on novice nurses, quality of care and intention to leave”, Journal of Advanced Nursing, 72(3), 582-592.
  • Lee, Y. W., Dai, Y. T., Chang, M. Y., Chang, Y. C., Yao, K. G., & Liu, M. C. (2017), “Quality of work life, nurses’ intention to leave the profession, and nurses leaving the profession: A one‐year prospective survey”, Journal of Nursing Scholarship, 49(4), 438-444.
  • Leonard, N. H., Beauvais, L. L., & Scholl, R. W. (1999), “Work motivation: The incorporation of self-concept-based processes”, Human Relations, 52(8), 969-998.
  • Lo, W. Y., Chien, L. Y., Hwang, F. M., Huang, N., & Chiou, S. T. (2018), “From job stress to intention to leave among hospital nurses: A structural equation modelling approach”, Journal of Advanced Nursing, 74(3), 677-688.
  • Mackey, J. D., Frieder, R. E., Perrewé, P. L., Gallagher, V. C., & Brymer, R. A. (2015), “Empowered employees as social deviants: The role of abusive supervision”, Journal of Business and Psychology, 30(1), 149-162.
  • Marsh, H. W., & Shavelson, R. (1985), “Self-concept: Its multifaceted, hierarchical structure”, Educational Psychologist, 20(3), 107-123.
  • Motowidlo, S. J., Packard, J. S., & Manning, M. R. (1986), “Occupational stress: Its causes and consequences for job performance”, Journal of Applied Psychology, 71(4), 618-629.
  • Mowday, R., Porter, L., & Steers, R. (1982), “Organizational linkages: the psychology of commitment”, Journal of Vocational Behavior, 14(4), 224-247.
  • Nantsupawat, A., Kunaviktikul, W., Nantsupawat, R., Wichaikhum, O. A., Thienthong, H., & Poghosyan, L. (2017), “Effects of nurse work environment on job dissatisfaction, burnout, intention to leave”, International Nursing Review, 64(1), 91-98.
  • Noor, S., & Maad, N. (2008), “Examining the relationship between work life conflict, stress and turnover intentions among marketing executives in Pakistan”, International journal of Business and Management, 3(11), 93-102.
  • Ouyang, K., Lam, W., & Wang, W. (2015), “Roles of gender and identification on abusive supervision and proactive behavior”, Asia Pacific Journal of Management, 32(3), 671-691.
  • Paillé, P. (2011), “Stressful work, citizenship behaviour and intention to leave the organization in a high turnover environment: examining the mediating role of job satisfaction”, Journal of Management Research, 3(1), 1-14.
  • Peltokorpi, V. (2019), “Abusive supervision and emotional exhaustion: the moderating role of power distance orientation and the mediating role of interaction avoidance”, Asia Pacific Journal of Human Resources, 57(3), 251-275.
  • Qaiser Danish, R., Javaid, Z., Fawad Ali, H., Shahid, R., Muneeb Mehta, A., & Imtiaz, N. (2019), “Impact of abusive supervision on organizational citizenship behavior with the mediating role of organizational justice: A study of individuals working in private sector firms of Pakistan”, European Online Journal of Natural and Social Sciences: Proceedings, 8(2), 119-128.
  • Qureshi, M. I., Iftikhar, M., Abbas, S. G., Hassan, U., Khan, K., & Zaman, K. (2013), “Relationship between job stress, workload, environment and employees turnover intentions: What we know, what should we know”, World Applied Sciences Journal, 23(6), 764-770.
  • Schwarzer, R., Mueller, J., & Greenglass, E. (1999), “Assessment of perceived general self-efficacy on the Internet: Data collection in cyberspace”, Anxiety, Stress and Coping, 12(2), 145-161.
  • Shavelson, R. J., Hubner, J. J., & Stanton, G. C. (1976), “Self-concept: Validation of construct interpretations”, Review of Educational Research, 46(3), 407-441.
  • Sobel, M. E. (1982), “Asymptotic confidence intervals for indirect effects in structural equation models”, Sociological Methodology, 13, 290-312.
  • Taylor, A. H., Daniel, J. V., Leith, L., & Burke, R. J. (1990), “Perceived stress, psychological burnout and paths to turnover intentions among sport officials”, Journal of Applied Sport Psychology, 2(1), 84-97.
  • Tepper, B. J. (2000), “Consequences of abusive supervision”, Academy of Management Journal, 43(2), 178-190.
  • Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004), “Moderators of the relationships between coworkers' organizational citizenship behavior and fellow employees' attitudes”, Journal of Applied Psychology, 89(3), 455-465.
  • Tepper, B. J., Moss, S. E., Lockhart, D. E., & Carr, J. C. (2007), “Abusive supervision, upward maintenance communication, and subordinates' psychological distress”, Academy of Management Journal, 50(5), 1169-1180.
  • Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W. (2009), “Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis”, Organizational behavior and human decision processes, 109(2), 156-167.
  • Tepper, B. J., Simon, L., & Park, H. M. (2017), “Abusive supervision”, Annual Review of Organizational Psychology and Organizational Behavior, 4, 123-152.
  • Vieira, V. A., Perin, M. G., & Sampaio, C. H. (2018), “The moderating effect of managers' leadership behavior on salespeople's self-efficacy”, Journal of Retailing and Consumer Services, 40, 150-162.
  • Vogel, R. M., & Mitchell, M. S. (2017), “The motivational effects of diminished self-esteem for employees who experience abusive supervision”, Journal of Management, 43(7), 2218-2251.
  • Wheeler, A. R., Halbesleben, J. R., & Whitman, M. W. (2013), “The interactive effects of abusive supervision and entitlement on emotional exhaustion and co‐worker abuse”, Journal of Occupational and Organizational Psychology, 86(4), 477-496.
  • Wood, R., & Bandura, A. (1989), “Social cognitive theory of organizational management”, Academy of Management Review, 14(3), 361-384.
  • Xu, S., Martinez, L. R., Van Hoof, H., Tews, M., Torres, L., & Farfan, K. (2018), “The impact of abusive supervision and co-worker support on hospitality and tourism student employees’ turnover intentions in Ecuador”, Current issues in Tourism, 21(7), 775-790.
  • Yagil, D., Ben-Zur, H., & Tamir, I. (2011), “Do employees cope effectively with abusive supervision at work? An exploratory study”, International Journal of Stress Management, 18(1), 5-23.
  • Yo, P. M., & Supartha, W. G. (2019), “Effect of job stress, emotional weakness and job satisfaction on intention to leave”, International Research Journal of Management, IT and Social Sciences, 6(4), 97-106.
  • Zehra, N., & Faizan, R. (2017), “The Impact of occupational stress on employees at Project Based Organizations (PBOs) in Pakistan”, International Journal of Applied Business and Management Studies, 2(1), 1-9.
  • Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002), “Abusive supervision and subordinates' organizational citizenship behavior”, Journal of Applied Psychology, 87(6), 1068–1076.
Toplam 71 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makaleleri
Yazarlar

Salih Zeki İmamoğlu 0000-0002-7160-2370

Hüseyin İnce 0000-0002-5953-6497

Neslihan Latifoğlu 0000-0001-9854-9277

Yayımlanma Tarihi 1 Haziran 2020
Gönderilme Tarihi 17 Aralık 2019
Kabul Tarihi 26 Aralık 2019
Yayımlandığı Sayı Yıl 2020 Cilt: 19 Sayı: 37

Kaynak Göster

APA İmamoğlu, S. Z., İnce, H., & Latifoğlu, N. (2020). İSTİSMARCI YÖNETİMİN ÇALIŞANLARIN PSİKOLOJİK VE DAVRANIŞSAL TEPKİLERİ ÜZERİNE ETKİSİNDE ÖZ YETERLİLİĞİN ROLÜ. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 19(37), 155-174.
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