Abusive supervision and job outcomes: a moderated mediation model

Abstract

Purpose

This study examined the link between abusive supervision and subordinates’ turnover intentions via job dissatisfaction. In addition, this study examined the moderating effect of continuance commitment in this process.

Design/methodology/approach

The authors collected three-wave time lagged data (N = 190) from the hospitality industry in China.

Findings

The analysis showed that abusive supervision predicts subordinates’ turnover intentions both directly and indirectly via job dissatisfaction. Moreover, continuance commitment was considered to be a boundary condition such that the mediated link was weaker when higher levels of continuance commitment were present.

Practical implications

This study explains how and when abusive supervision leads to turnover intentions in the hospitality industry. This study also helps hospitality managers to understand the abusive supervision prevalence and provide interventions that can reduce detrimental effects of abusive supervision in hospitality organizations.

Originality/value

Prior research examining the influence of supervisor abuse in hospitality organizations was scant. To bridge this noteworthy gap, this study examined the influence of abusive supervision in Chinese hospitality organizations. This study also discussed the theoretical and practical implications for the hospitality industry.

Citation

Moin, M.F., Wei, F., Khan, A.N., Ali, A. and Chang, S.C. (2022), "Abusive supervision and job outcomes: a moderated mediation model", Journal of Organizational Change Management, Vol. 35 No. 3, pp. 430-440. https://doi.org/10.1108/JOCM-05-2020-0132