15Nov 2017

ABUSIVE SUPERVISION AND TURNOVER INTENTION AMONG FEMALE HEALTHCARE PROFESSIONALS IN PAKISTANI HOSPITALS.

  • Lecturer sbk womens university, quetta, pakistan.
Crossref Cited-by Linking logo

  • Abstract
  • Keywords
  • References
  • Cite This Article as
  • Corresponding Author

Retention of skilled healthcare professionals has become a challenge for organizations in Pakistan. Particularly, employees who experience abusive supervision tend to react with negative output which can be seen in their attitude and behavior. Research has shown that abusive supervision is positively related to intention to turnover. However, the mechanisms that can explain this relationship must be known in order to understand this phenomenon. Drawing on the theory of psychological contract, this study examines the role of psychological contract breach in the relationship between abusive supervision and turnover intention. In a cross-sectional field study, data was obtained from 400 healthcare professionals, including nurses and administration staff, employed in one public and two private hospitals of Lahore. Results revealed that abusive supervision was related to turnover intention among these healthcare professionals, and psychological contract breach mediated this relationship. In this study theoretical and practical implications are discussed.

  1. Ahmed, E. &Muchiri, M. (2014). Effects of psychological contract breach, ethical leadership and supervisors' fairness on employees' performance and wellbeing.World Journal of Management,?5(2), 1-13.
  2. Aryee, S., Chen, Z. Sun. & Debrah (2007). Antecedents and outcomes of abusive supervision: Test of a trickledown model. Journal of Applied Psychology, 93, 191 ? 201.
  3. Burton, James, Hoobler, Jenny M., & Scheuer, Melinda L. (2012).Supervisor workplace stress and abusive supervision: The buffering effect of exercise:Journal of Business and Psychology 3(27), 271-279.
  4. Blau, P. (1964).Exchange and power in social life?(1st ed.). New Brunswick (U.S.A.): Transaction Books.
  5. Bluedorn, A. (1982). A Unified Model of Turnover from Organizations.Human Relations,?35(2), 135-153.
  6. Bluedorn, A. (1982). The Theories of Turnover: Causes, Effects and Meaning.Research In The Sociology Of Organizations,?1, 75-128.
  7. Burton, J., Hoobler, J., & Scheuer, M. (2012). Supervisor Workplace Stress and Abusive Supervision: The Buffering Effect of Exercise.Journal Of Business And Psychology,?27(3), 271-279. http://dx.doi.org/10.1007/s10869-011-9255-0
  8. Chan, M. & McAllister, D. (2014). Abusive Supervision through the Lens of Employee State Paranoia.Academy Of Management Review,?39(1), 44-66.
  9. Greenberg, J., (1987). A Taxonomy of Organizational Justice Theories; Academy of Management Review 12, No. 1, pp. 9-22
  10. Hubbell, , & Chory-Assad, R.? (2005). Motivating factors: Perceptions of justice and their relationship with managerial and organizational trust. Communication Studies,56(1),47-70.
  11. Homans, G. C. (1961). Social behavior: Its elementary forms. New York, Harcourt, Brace.
  12. Karriker, J. H.; Williams M. L. (2009). Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model.Journal of Management,? 1( 1),?72-94.
  13. Lee, T.W., & Mowday (1987). Voluntarily leaving and organization: An empirical investigation of steers and Mowday model of turnover. Academy of Management Journal, 721- 743.
  14. Marilyn V. Whitman, Jonathan R.B. Halbesleben and Oscar Holmes. (2014). Abusive supervision and feedback avoidance: The mediating role of emotional exhaustion. Journal of Organizational Behavior, 35, 38?53.
  15. Mitchell, & Ambrose, M.L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92, 1159-1168.
  16. Paill?, P., & Dufour, M. E. (2012). Employee Responses to Psychological Contract Breach and Violation: Intentions to leave the job, Employer or Profession.Journal of Applied Business Research (JABR),?29(1),205-216.
  17. Robbinson & Morrison (2000), The development of psychological contract breach. Journal of organizational behavior, 21, 525- 546.
  18. Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the expectation but the norm. Journal of Organizational Behavior.15, 245-259.
  19. Suazo, M. M., Turnley, W. H., & Mai, R. R. (2005). The role of perceived violation in determining employees' reactions to psychological contract breach. Journal of Leadership & Organizational Studies, 12(1),24-36.
  20. Tepper, Duffy, Breaux (2012).Abusive Supervision as Political Activity: Distinguishing the strategic and Impulsive Expression of Hostility. Theory and Research consideration.191-212.
  21. Tepper, B., Moss, S., & Duffy, M. (2011). Predictors of Abusive Supervision: Supervisor Perceptions of Deep-Level Dissimilarity, Relationship Conflict, and Subordinate Performance.Academy Of Management Journal,?54(2), 279-294.
  22. 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,?108(1),79-92.
  23. Tepper, B., Moss, S., Lockhart, D., & Carr, J. (2007).Abusive supervision, upward maintenance communication, and subordinates' psychological distress.Academy Of Management Journal,?50(5), 1169-1180.
  24. Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda.Journal of Management,?33(3), 261-272.
  25. Tepper , Duffy., Henle & Lambert (2006).Procedural Injustice ,and Abusive Supervision .Personnel Psychology 59(1),101-123.
  26. Tekleab, A. G., & Taylor, M. S. (2003). Aren't there two parties in an employment relationship? Antecedents and consequences of organization?employee agreement on contract obligations and violations.Journal of Organizational Behavior,?24(5),585?608.
  27. Tepper, B. J. (2000). Consequences of abusive supervision.Academy of Management Journal,?43(2), 178-190.
  28. Turnley, W. H., & Feldman, D. C. (1999). The impact of psychological contract violations on exit, voice, loyalty, and neglect.Human Relations,?52(7), 895-922.
  29. 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.

[Seemab Abid and Heejab Abid. (2017); ABUSIVE SUPERVISION AND TURNOVER INTENTION AMONG FEMALE HEALTHCARE PROFESSIONALS IN PAKISTANI HOSPITALS. Int. J. of Adv. Res. 5 (Nov). 470-479] (ISSN 2320-5407). www.journalijar.com

SEEMAB ABID
Lecturer SBK women`s University QUETTA , PAKISTAN.

DOI:

Article DOI: 10.21474/IJAR01/5792      
DOI URL: https://dx.doi.org/10.21474/IJAR01/5792

Download Full Paper

Download PDF No. of Downloads: 53 | No. of Views: 168