Akademik Veri Yönetim Sistemi
Central European Business Review, cilt.12, sa.4, ss.135-159, 2023 (ESCI)
Using the arguments of conservation of resources theory and social identity theory, this study investigates the impact of abusive supervision on organizational citizenship behaviour (OCB) through the mediating effect of burnout. Simultaneously, the moderator effect of organizational identity on the relationship between abusive supervision and burnout is examined. The intention here is to examine whether organizational identity would increase the negative effect of abusive supervision on burnout and to test the underlying mechanism by which abusive supervision affects OCB, with the most affected parties. According to this, we aim to contribute to the literature on the potential effects of organizational identity on coping with workplace stressors. Also, this study aims to be contributive in terms of filling the gap in the existing literature due to the limited number of studies examining how and by which mechanisms abusive supervision affects OCB. Using the data collected from 256 full-time employees from hi-tech, banking and manufacturing industries, it is found that burnout fully mediates the relationship between abusive supervision and OCB. Moreover, it is seen that the negative effect of abusive supervision is stronger for employees with higher organizational identification, suggesting that suffering from abusive supervision can be more overwhelming for employees who see their organization as a vital aspect of their identity. According to the study findings, both theoretical and practical implications are discussed. Implications for Central European audience: The present research fills the gaps in the literature by revealing the “black box” that underlies the association between abusive supervision and OCB. Victims of abusive supervision may feel burnt out and possess fewer resources to engage in OCB. To eliminate the negative results of abusive supervision and increase positive work outcomes, organizations should emphasize delivering a code of conduct and organizational culture that stresses proper behaviours within the work environment. Implementing a zero-tolerance to deviant behaviour policy may also improve and generate a positive and deviant behaviour-free work environment.