Restricted accessResearch articleFirst published online 2023
Impact of Abusive Supervision on Job Performance in Education Sector of Pakistan: Moderated Mediation of Emotional Intelligence and Workplace Ostracism
This study was aimed to investigate the impact of abusive supervision (AS) on job performance (JP) through a novel model of moderated mediation, the roles of emotional intelligence (EI) as moderator and workplace ostracism as a mediator. Equity theory was used to build the theoretical foundation and hypotheses of this study. Data were collected from teachers working in high and higher secondary schools of Pakistan. A final sample size of 320 was recorded. Data analyses were done by utilizing two software programs, that is, (1) AMOS was used for testing the reliability and validity of the study variables, whereas (2) SPSS was used for descriptive statistics along with the PROCESS macro of Hayes to test the proposed moderated mediation model. It was found that AS has a significant negative impact on JP. Furthermore, the moderating mediation roles of EI and workplace ostracism were also supported as proposed. Theoretical and practical implications are discussed.
AdamsJ. S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422–436.
2.
AhmadI., & BegumK. (2020). Impact of abusive supervision on intention to leave: A moderated mediation model of organizational-based self-esteem and emotional exhaustion. Asian Business and Management, 22, 669–688. https://doi.org/10.1057/s41291–020-00116–0.
3.
>AhmadI., DoniaM. B. L., KhanA., & WarisM. (2018). Do as I say and do as I do? The mediating role of psychological contract fulfillment in the relationship between ethical leadership and employee extra-role performance contract. Personnel Review, 48(1), 98–117. https://doi.org/10.1108/PR-12–2016-0325.
4.
AhmadI., DoniaM. B. L., & ShahzadK. (2019). Impact of corporate social responsibility attributions on employees’ creative performance: The mediating role of psychological safety. Ethics & Behavior, 29(6), 490–509. https://doi.org/10.1080/10508422.2018.1501566
5.
AhmadW., KhattakA. J., & AhmadG. (2016). Impact of abusive supervision on job satisfaction and turnover intention: Role of power distance as a moderator. City University Research Journal, 6(1), 122–136.
6.
AhmadI., UllahK., & KhanA. (2021). The impact of green HRM on green creativity: Mediating role of pro-environmental behaviors and moderating role of ethical leadership style. The International Journal of Human Resource Management, 33(19), 3789–3821. https://doi.org/10.1080/09585192.2021.1931938
7.
AlheetF. A., & HamdanY. (2020). Evaluating innovation-driven economic growth: A case of Jordan. Entrepreneurship and Sustainability Issues, VsI Entrepreneurship and Sustainability Center, 7(3), 1790–1802.
8.
AqqadN., ObeidatB., TarhiniA., & Masa’DehR. (2019). The relationship among emotional intelligence, conflict management styles, and job performance in Jordanian banks. International Journal of Human Resources Development and Management, 19(3), 225–265. https://doi.org/10.1504/IJHRDM.2019.100636
9.
AshkanasyN. M., & DausC. S. (2002). Emotion in the workplace: The new challenge for managers. Academy of Management Executive, 16(1), 76–86.
10.
Authors. (2010). Asia-PacificJournal of Business Administration: Management Research Review, 33(10). https://doi.org/10.1108/mrr.2010.02133jaa.002
11.
BabaM. M., MakhdoomiU. M., & SiddiquiM. A. (2021). Emotional intelligence and transformational leadership among academic leaders in instituitions of higher learning. Global Business Review, 24(4), 1070–1096. https://doi.org/10.1177/0972150918822421.
12.
BanoN., AhmadI., & UllahM. (2022). Impact of green transformational leadership on job performance: The mediating role of psychological contract fulfillment. Pakistan Journal of Commerce and Social Sciences, 16(2), 279–298.
13.
Bar-OnR. (2007). The Impact of emotional intelligence on giftedness. Gifted Education International, 23(2), 122–137. https://doi.org/10.1177/026142940702300203
14.
BediA. (2019). No herd for blacksheep: A meta analytic review of the predictors and outcomes of workplace ostracism. Applied Psychology, 70(2), 861–904.
15.
BodrogiB., BereczkeiT., & DeakA. (2020). Be aware, make it clear, and take the lead: Emotion regulation difficulties and emotional intelligence as a moderator of cognitive reappraisal. Current Psychology, 41, 6795–6801.
16.
BormannK. C., & GellatlyI. R. (2022). It’s only abusive if I care: The effect of organizational concern on abusive supervision, stress, and work behaviors. Journal of Personnel Psychology, 21(3), 125–136.
17.
ChenS.-C., & ChenC. F. (2018). Antecedents and consequences of nurses’ burnout: Leadership effectiveness and emotional intelligence as moderators. Management Decision, 56(4), 777–792.
18.
GolemanD. (1996). Emotional intelligence. Why it can matter more IQ. Learning, 24(6), 49–50.
19.
DrazU., KhanN. M., & MehmoodH. (2022). Perspectives of students regarding abusive supervision in their division at secondary education. Glocal Educational Study Review, 7(3), 11–23.
20.
DunfordB. B., OlerD. K., & BoudreauJ. W. (2008). Underwater stock options and voluntary turnover: A multidisciplinary corporate social responsibility and the benefits of employee trust perspective integrating behavioral and economic theories. Personnel Psychology, 61(4), 687–726.
21.
EbeidF., KaulT., NeumannK., & ShaneH. (2011). Workplace abuse: problems and consequences. International Business & Economics Research Journal (IBER), 2(6), 75–86. https://doi.org/10.19030/iber.v2i6.3811
22.
EricaX., HuangX., & RobinsonS. L. (2017). When self-view is at stake: Responses to ostracism through the lens of self-verification theory. Journal of Management, 43(7), 2281–2302. https://doi.org/10.1177/0149206314567779
23.
FatimaT., BilalA. R., & ImranM. K. (2019). Workplace ostracism and employee reactions among university teachers in Pakistan. Qualitative Report, 24(11), 2759–2777. https://doi.org/10.46743/2160–3715/2019.4002
24.
FerrisD. L., BrownD. J., BerryJ. W., & LianH. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93(6), 1348–1366. https://doi.org/10.1037/a0012743.
25.
FornellC., & LarckerD. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312
26.
Gamian-WilkM., & Madeja-BienK. (2018). Ostracism in the workplace. In D’CruzP., NoronhaE., KeashlyL. & Tye-WilliamsS. (Eds.), Special topics and particular occupations, professions and sectors. Handbooks of workplace bullying, emotional abuse and harassment (Vol. 4). Springer. https://doi.org/10.1007/978–981-10–5154-8_2–1
27.
GilmanR., Carter-SowellA., DeWallC. N., AdamsR. E., & CarboniI. (2013). Validation of the ostracism experience scale for adolescents. Psychological Assessment, 25(2), 319–330. https://doi.org/10.1037/a0030913.
28.
GoldA. H., MalhotraA., & Segars.A. H. (2001). Knowledge management: An organizational capabilities perspective. Journal of Management Information Systems, 18(1), 185–214.
29.
Gonzales-MoralesM. G., KernanM. C., BeckerT. E., & EisenbergerR. (2018). Defeating abusive supervision: Training supervisors to support subordinates. Journal of Occupational Health Psychology, 23(2), 151–162.
30.
Görgens-EkermansG., & BrandT. (2012). Emotional intelligence as a moderator in the stress–burnout relationship: A questionnaire study on nurses. Journal of Clinical Nursing, 21, 2275–2285, https://doi.org/10.1111/j.1365–2702.2012.04171.x
31.
GreenbergJ. (1990). Organizational justice: Yesterday, today and tomorrow. Journal of Management, 16, 399–432.
32.
GreenbergJ. (2005). Managing Behavior in Organizations. 4th Edition, Prentice-Hall, Englewood.
33.
HairJ. F., BlackW. C., BabinB. J., & AndersonR. E. (2010). Multivariate data analysis (7th ed.). Pearson.
34.
HartfieldE., PurvisJ., & RapsonR. L. (2016). Equity theory of organizations. Global Encyclopedia of Public Administration, Public Policy and Governance. https://doi.org/10.1007/978–3-319–31816-5_90–1
35.
HarveyP., StonerJ., HochwarterW., & KacmarC. (2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264–280
36.
HatfieldE., WalsterG. W., & BerscheidE. (1978). Equity: Theory and research. Allyn and Bacon.
37.
HayesA. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press
38.
HeQ., WuM., WuW., & FuJ. (2021). The effect of abusive supervision on employees’ work procrastination behavior. Frontiers in Psychology, 12, 1–12. https://doi.org/10.3389/fpsyg.2021.596704
39.
HobfollS. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524.
40.
HofstedeG. H. (1980). Culture’s consequences: International differences in work-related values. Sage Publications.
41.
HowardM. C., CogswellJ. E., & SmithM. B. (2020). The antecedents and outcomes of workplace ostracism: A meta-analysis. The Journal of Applied Psychology, 105(6), 577–596. https://doi.org/10.1037/apl0000453
42.
HsiehH., & KaratepeO. M. (2019). Outcomes of workplace ostracism among restaurant employees. Tourism Management Perspectives, 30(February), 129–137. https://doi.org/10.1016/j.tmp.2019.02.015
43.
HuH. H. (2012). The influence of employee emotional intelligence on coping with supervisor abuse in a banking context. Social Behavior and Personality, 40(5), 863–874. https://doi.org/10.2224/sbp.2012.40.5.863
44.
HussainK., AbbasZ., GulzarS., JibrilA. B., & HussainA. (2020). Examining the impact of abusive supervision on employees’ psychological wellbeing and turnover intention: The mediating role of intrinsic motivation, Cogent Business & Management, 7(1), 1818998. https://doi.org/10.1080/23311975.2020.1818998.
45.
KanwalI., LodhiR. N., & KashifM. (2019). Leadership styles and workplace ostracism among frontline employees. Management Research Review, 42(8), 991–1013. https://doi.org/10.1108/MRR-08–2018-0320
46.
KhanS. N., QureshiI. M., & AhmadH. I. (2010). Abusive supervision and negative employee outcomes. European Journal of Social Sciences, 15(4), 490–500.
47.
KhumaloS. S. (2019). Analyzing abusive school leadership practices through the lens of social justice. International Journal of Educational Management, 33(4), 546–555.
48.
KrasikovaD. V., GreenS. G., & LeBretonJ. M. (2013). Destructive leadership: A theoretical review, integration, and future research agenda. Journal of Management, 39, 1308–1338.
49.
LeeT. W., & MitchellT. R. (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of Management Review, 19(1), 51–89.
50.
LeungA. S. M., WuL. Z., ChenY. Y., & YoungM. N. (2011). The impact of workplace ostracism in service organizations. International Journal of Hospitality Management, 30(4), 836–844. https://doi.org/10.1016/j.ijhm.2011.01.004.
51.
LiM., XuX., & KwanH. K. (2021). Consequences of workplace ostracism: A meta-analytic review. Frontiers in Psychology, 12, 641302. https://doi.org/10.3389/fpsyg.2021.641302
52.
MackeyJ. D., McAllisterC. P., BreesJ. R., HuangL., & CarsonJ. E. (2018). Perceived organizational obstruction: A mediator that addresses source–target misalignment between abusive supervision and OCBs. Journal of Organizational Behavior, 39(10), 1283–1295. https://doi.org/10.1002/job.2293
53.
MaoY., LiuY., JiangC., & ZhangI. D. (2018). Why am I ostracized and how would I react?—A review of workplace ostracism research. Asia Pacific Journal of Management, 35(3), 745–767. https://doi.org/10.1007/s10490–017-9538–8
54.
MartinkoM. J., HarveyP., BreesJ. R., & MackeyJ. (2013). A review of abusive supervision research. Journal of Organizational Behavior. https://doi.org/10.1002/job.1888.
55.
MayerJ. D., & SaloveyP. (1997). What is emotional intelligence? In SaloveyP. & SluyterD. (Eds.), Emotional development and emotional intelligence: Educational implications (pp. 3–31). Basic Books.
56.
MehboobM., ArifI., & JalalM. (2011). Analysis of effect of supervisors’ behavior on subordinates’ job satisfaction. Australian Journal of Basic and Applied Sciences, 5(12), 2984–2993.
57.
MossholderK. W., BedeianA. G., & ArmenakisA. A. (1981). Role perceptions, satisfaction, and performance: Moderating effects of self-esteem and organizational level. Organizational Behavior and Human Performance, 28(2), 224–234.
58.
NandkeolyarA. K., ShafferJ. A., LiA., EkkiralaS., & BaggerJ. (2014). Surviving an abusive supervisor: The joint roles of conscientiousness and coping strategies. Journal of Applied Psychology, 99(1), 138–150. https://doi.org/10.1037/a0034262
NooryanK., GasparyanK., SharifF., & ZoladlM. (2012). Controlling anxiety in physicians and nurses working in intensive care units using emotional intelligence items as an anxiety management tool in Iran. International Journal of General Medicine, 5, 5–10.
61.
NozakiY., & KoyasuM. (2013). The relationship between trait emotional intelligence and interaction with ostracized others’ retaliation. PLoS One, 8(10), e77579. https://doi.org/10.1371/journal.pone.0077579
62.
ÖzkanA. H. (2021). Abusive supervision climate and turnover intention: Is it my coworkers or my supervisor ostracizing me?Journal of Nursing Management, 30(6), 1462–1469. https://doi.org/10.1111/jonm.13398.
63.
PalanskiM., AveyJ. B., & JirapornN. (2014). The effects of ethical leadership and abusive supervision on job search behaviors in the turnover process. Journal of Business Ethics, 121(1), 135–146.
64.
PeltokorpiV. (2018). 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. https://doi.org/10.1111/1744–7941.12188.
65.
PeltokorpiV., & RamaswamiA. (2021). Abusive supervision and subordinates’ physical and mental health: The effects of job satisfaction and power distance orientation. International Journal of Human Resource Management, 32(4), 893–919. https://doi.org/10.1080/09585192.2018.1511617
66.
PetersS. L., van den BosK., & KarremansJ. C. (2008). On the psychology of the advantaged: How people react to being overpaid. Social Justice Research, 21, 179–191
67.
PetridesK. V. (2011). Ability and trait emotional intelligence. In The Wiley-Blackwell handbook of individual differences (pp. 656–678). https://doi.org/10.1002/9781444343120.ch25.
68.
PodsakoffP. M., MacKenzieS. B., LeeJ.-Y., & PodsakoffN. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.
69.
PradhanS., & JenaL. K. (2017). Effect of abusive supervision on employee’s intention to quit and the neutralizing role of meaningful work in Indian IT organizations. International Journal of Organizational Analysis, 25(5), 825–838.
70.
PradhanS., JenaL. K., & MohapatraM. (2018). Role of gender on the relationship between abusive supervision and employee’s intention to quit in Indian electricity distribution companies. Gender in Management: An International Journal, 33(4), 282–295.
71.
PratiL. M., LiuY., PerrewéL. E., & FerrisG. R. (2009). Emotional intelligence as moderator of the surface-acting strain relationship. Journal of Leadership and Organizational Studies, 15(4), 368–380.
72.
RaiA., & AgarwalU. A. (2019). Examining the relationship between personality traits and exposure to workplace bullying. Global Business Review, 20(4), 1069–1087.
73.
RivaP., MontaliL., WirthJ. H., CurioniS., & WilliamsK. D. (2017). Chronic social exclusion and evidence for the resignation stage: An empirical investigation. Journal of Social and Personal Relationships, 34(4), 541–564. https://doi.org/10.1177/0265407516644348.
74.
RobinsonS. L., O’ReillyJ., & WangW. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203–231. https://doi.org/10.1177/0149206312466141.
75.
RobinsonS. L., & SchabramK. (2017). Invisible at work: Workplace ostracism as aggression. In BowlingN. A. & HershcovisM. S. (Eds.), Research and theory on workplace aggression (pp. 221–244). Cambridge University Press. https://doi.org/10.1017/9781316160930.010
76.
RodriguesR. I., LopesP., & VarelaM. (2021). Factors affecting impulse buying behavior of consumers. Frontiers in Psychology, 12, 697080. https://doi.org/10.3389/fpsyg.2021.697080.
77.
RothP. L., & SwitzerF. S. (1995). A Monte Carlo analysis of missing data techniques in a HRM setting. Journal of Management, 21(5), 1003–1023. https://doi.org/10.1177/014920639502100511
78.
SaleemS., YusafS., SarwarN., RaziqM. M., & MalikO. F. (2018). Linking abusive supervision to psychological distress and turnover intentions among police personnel: The moderating role of continuance commitment. Journal of Interpersonal Violence, 36(9–10),4451–4471. https://doi.org/10.1177/08862–6051879159-2.
79.
SarwarA., AbdullahM. I., ImranM. K., & RafiqN. (2022). How ostracism jeopardizes customers interests at restaurants: A study in context of COVID-19. Journal of Asian Business and Economic Studies. https://doi.org/10.1108/JABES-12–2021-0215.
80.
SchatA. C., & KellowayE. K. (2003). Reducing the adverse consequences of workplace aggression and violence: The buffering effects of organizational support. Journal of Occupational Health Psychology, 8(2), 110–122.
81.
ShinY., HurW.-M., & HwangH. (2022). Impact of customer incivility and abusive supervision on employee performance: A comparative study of the pre- and post-COVID-19 periods. Service Business, 16(2), 309–330. https://doi.org/10.1007/s11628–021-00456–7
82.
ShkolerO., & TzinerA. (2017). The mediating and moderating role of burnout and emotional intelligence in the relationship between organizational justice and work misbehavior. Journal of Work and Organizational Psychology, 33(2), 157–164. https://doi.org/10.1016/j.rpto.2017.05.002
83.
SerratO. (2017). Knowledge solutions: Tools, methods, and approaches to drive organizational performance (p. 1140). Springer Nature. https://doi.org/10.1007/978–981-10–0983-9
84.
SmithT. A., BoulamatsiA., DimotakisN., TepperB. J., RunnallsB. A., ReinaC. S., & LucianettiL. (2022). ’How dare you?!’: A self-verification perspective on how performance influences the effects of abusive supervision on job embeddedness and subsequent turnover. Personnel Psychology, 75(3), 645–674. https://doi.org/10.1111/peps.12494
85.
SrikanthP. B., ThakurM., & DustS. B. (2022). The curvilinear relationship between abusive supervision and performance: The moderating role of conscientiousness and the mediating role of attentiveness. Journal of Business Research, 150, 663–675.
86.
SunguL. J., HuE., & WengQ. (2020). Goal commitment buffers the negative effects of perceived abusive supervision. Journal of Psychology: Interdisciplinary and Applied, 154(4), 273–291. https://doi.org/10.1080/00223980.2019.1709403
87.
TepperB. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190. https://doi.org/10.2307/1556375
88.
TepperB. J., DuffyM. K., HenleC. A., & LambertL. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59(1), 101–123. https://doi.org/10.1111/j.1744–6570.2006.00725.x
89.
TepperB. J., SimonL., & ParkH. M. (2017). Abusive supervision. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 123–152. https://doi.org/10.1146/annurev-orgpsych-041015–062539
90.
WaldmanJ. D., KellyF., AroraS., & SmithH. (2004). The shocking cost of turnover in health care. Health Care Management Review, 29(1), 2–7.
91.
WangZ., DuJ., YuM., MengH., & WuJ. (2020). Abusive supervision and newcomers’ turnover intention: A perceived workplace ostracism perspective. Journal of General Psychology, 148(4), 1–16. https://doi.org/10.1080/00221309.2020.1751043
92.
WeeE. X. M., LiaoH., LiuD., & LiuJ. (2017). Moving from abuse to reconciliation: A power-dependence perspective on when and how a follower can break the spiral of abuse. Academy of Management Journal, 60(6), 2352–2380. https://doi.org/10.5465/amj.2015.0866
93.
WesselmannE. D., WirthJ. H., & BernsteinM. J. (2017). Expectations of social inclusion and exclusion. Frontiers in Psychology, 8, 112. https://doi.org/10.3389/fpsyg.2017.00112
94.
WilliamsK. D. (2007). Ostracism. Annual Review of Psychology, 58, 425–452. https://doi.org/10.1146/annurev.psych.58.110405.085641
95.
XuQ., ZhaoY., XiM., & LiF. (2020). Abusive supervision, high-performance work systems, and subordinate silence. Personnel Review, 49(8), 1637–1653. https://doi.org/10.1108/PR-01–2019-0029
96.
ZhaoH., PengZ., & SheardG. (2013). Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill. International Journal of Hospitality Management, 33(1), 219–227. https://doi.org/10.1016/j.ijhm.2012.08.006
97.
ZhaoT., & ZhaoT. (2018). The effect of abusive supervision on job performance: The role of leadership identification and subordinates. Tradition, 3(2), 149–155. https://doi.org/10.22158/rem.v3n2p149
