How Gender Dissimilarity Moderates the Effect of Abusive Supervision on Work Engagement Via Job Insecurity

Abstract

This study aims to examine the indirect effect of abusive supervision on work engagement through the mediating role of job insecurity. Supervisor-subordinate gender dissimilarity was tested to examine the moderating role of gender dissimilarity in this mediating mechanism. Resource-based, gender role, and group identity theories drew this study’s hypothetical model. Participants were recruited online through social media groups, professional networks, and researchers’ direct contacts. After removing 53 unusable responses, 420 (89% response rate) were included in the final analysis, with 70% of participants being females. Data were tested for potential subgroup differences (e.g., gender) to ensure no issues related to subgroup effect. The abusive supervision scale, job insecurity scale, and work engagement scale were used in the survey. The results suggested that the negative effect of abusive supervision on work engagement was mediated by job insecurity, and this indirect effect was moderated by supervisor-subordinate gender dissimilarity. Gender dissimilarity accentuated the threats brought by the abusive supervisors, increased employees’ job insecurity, and eventually lowered their work engagement. Gender dissimilarity between supervisors and subordinates should be considered to prevent workplace conflicts. This study is among a few that focus on investigating the role of gender dissimilarity in abusive supervision.