THE EFFECT OF ABUSIVE SUPERVISION ON EMPLOYEE ALTRUISM: THE MODERATING ROLE OF PSYCHOLOGICAL CONTRACT BREACH

Abstract

Altruistic behaviors are shown to benefit others without any self-interest as prosocial behavior. Altruistic behaviors have contributions to social life as well as organizational life. Determining which factors affect altruism in organizational environments is essential for organizational effectiveness. Another issue in ensuring this effectiveness is the abusive supervision perceptions within the organization. Employees may face rude and undesirable words and behaviors from the manager in the workplace. These behaviors increase the employees' stress and cause negative work attitudes and behaviors. While abusive management causes an increase in the perception of injustice, deviant work behavior, job dissatisfaction, and work-family conflict, it causes a decrease in perceptions of job performance, commitment, and support. A psychological contract or breach of psychological contract may change management and employee relations balance. This research examined the relationship between abusive supervision perception and altruistic behavior and the moderator role of psychological contract violation perception in this relationship. Data were collected from 294 people working in the manufacturing sector by convenience sampling method. Correlation and regression analysis were performed for hypothesis testing. According to the results, it is seen that abusive supervision affects altruism negatively and significantly. The abusive supervision perception explains 24% of the negative change in employee altruism. The perception of psychological contract violation increases the negative relationship between abusive supervision and altruism. As a result, the findings show that the perception of abusive supervision reduces altruistic behaviors. The employees' high perception of psychological contract violation increases the negative effect of abusive supervision on altruism.

Keywords

• Abusive supervision
• Altruism
• Psychological contract breach
• Moderating effect

İstismarcı Yönetimin Çalışan Özgeciliğine Etkisi: Psikolojik Sözleşme İhlalinin Düzenleyici Etkisi

Abstract

Özgeci davranışlar, prososyal bir davranış olarak çıkar gözetmeden diğerlerinin yararına gösterilmektedir. Özgeci davranışların sosyal yaşama olduğu kadar örgütsel yaşama da katkıları bulunmaktadır. Özgeciliği örgütsel ortamlarda hangi unsurların etkilediğinin belirlenmesi örgütsel etkinlik için önemlidir. Bu etkinliğin sağlanmasındaki bir diğer husus da örgüt içerisindeki istismarcı yönetim algılarıdır. Çalışanlar aktif yaşamlarının büyük bir kısmının geçtiği işyerinde yöneticinin kaba ve istenmeyen söz ve davranışlarıyla karşılaşabilmektedir. Bu çalışanların stresini artırmakta, olumsuz iş tutum ve davranışlarına neden olabilmektedir. İstismarcı yönetim adaletsizlik algısında, aykırı iş davranışı, iş tatminsizliği, iş-aile çatışmasında artışa neden olurken, iş performansı, örgütsel bağlılık ve örgütsel destek algılarında azalışa neden olmaktadır. Psikolojik sözleşme veya psikolojik sözleşme ihlali yönetim ile çalışanlar arasındaki ilişkilerin dengesini değiştirebilmektedir. Bu araştırmada; istismarcı yönetim algısı ile özgeci davranış arasındaki ilişki ve bu ilişkide psikolojik sözleşme ihlali algısının düzenleyici rolü incelenmiştir. Araştırma verileri imalat sektöründe çalışan 294 kişiden kolayda örnekleme yöntemiyle toplanmıştır. Hipotez testi için korelasyon ve regresyon analizi yapılmıştır. Sonuçlara göre istismarcı yönetimin özgeciliği negatif ve anlamlı bir şekilde etkilediği görülmektedir. İstismarcı yönetim algısı çalışan özgeciliği üzerindeki negatif değişimin %24’ünü açıklamaktadır. Ayrıca psikolojik sözleşme ihlali algısı istismarcı yönetim ile özgecilik arasındaki negatif ilişkiyi artırmaktadır. Bulgular istismarcı yönetim algısının özgeci davranışları azalttığı yönündedir ve çalışanların psikolojik sözleşme ihlal algılarının yüksek olması istismarcı yönetimin özgecilik üzerindeki negatif etkisini artırmaktadır.

Keywords

• İstismarcı yönetim
• Özgecilik
• Psikolojik sözleşme ihlali
• Düzenleyici etki

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