The Role of the Impostor Phenomenon in the Relationship between Abusive Supervision and Affective Commitment

Yıl 2025, Cilt: 16 Sayı: 32, 379 - 404, 19.12.2025

Seda Güğerçin , Gaye Onan

https://doi.org/10.58689/eibd.1761038

Öz

The purpose of this study is to examine the relationships among abusive supervision, the impostor phenomenon, and affective commitment within the framework of the Conservation of Resources Theory. A quantitative correlational and cross-sectional research design was employed. The study sample consisted of 335 teachers working in Adana, Türkiye, who voluntarily participated in an online survey. Data were collected using three validated scales: the Abusive Supervision Scale, the Impostor Phenomenon Scale, and the Affective Commitment Scale. Confirmatory factor analysis and PROCESS macro for SPSS were applied to test mediation and moderation effects. The results indicated that abusive supervision negatively predicts affective commitment and positively predicts the impostor phenomenon. Moreover, the impostor phenomenon partially mediated and significantly moderated the relationship between abusive supervision and affective commitment. These findings highlight the dual psychological role of impostor feelings as both a mechanism and boundary condition in explaining how abusive supervision weaken employees’ affective commitment with their organizations.

Anahtar Kelimeler

abusive supervision; , affective commitment , imposter phenomenon

Sahtekârlık Fenomeninin Yıkıcı Yönetim ile Duygusal Bağlılık Arasındaki İlişkideki Rolü

Öz

Bu çalışmanın temel amacı, yıkıcı yönetim, sahtekârlık fenomeni ve duygusal bağlılık arasındaki ilişkileri ortaya koymaktır. Duygusal bağlılık, çalışanların örgüte karşı duygusal olarak bağlanmalarını, aidiyet ve sadakat hissetmelerini ifade eden kritik bir örgütsel bağlılık boyutudur. Yıkıcı yönetim ve sahtekârlık fenomeni gibi faktörler, duygusal bağlılık üzerinde ciddi olumsuz etkilere yol açarak örgütsel verimliliği tehdit edebilmektedir. Çalışmada, yıkıcı yönetimin sahtekârlık fenomeni aracılığıyla çalışanların duygusal bağlılıklarını nasıl etkilediği, kaynakları koruma teorisi (COR) çerçevesinde ele alınmıştır. Araştırmanın verileri Adana ilinde görev yapan 335 öğretmenden anket aracılığıyla toplanmıştır. Değişkenler arasındaki doğrudan ve dolaylı ilişkileri incelemek için aracılık ve düzenleyicilik analizleri uygulanmıştı. Elde edilen bulgular, hem yıkıcı yönetimin hem de sahtekârlık fenomeninin öğretmenlerin duygusal bağlılık düzeylerini anlamlı ve olumsuz yönde etkilediğini göstermektedir. Yıkıcı yönetim davranışlarının, çalışanlarda yeterlilik algısını zedeleyerek sahtekârlık fenomenini tetiklediği, bunun da duygusal bağlılık üzerinde dolaylı olumsuz etkilere yol açtığı saptanmıştır. Ayrıca sahtekârlık fenomeninin, yıkıcı yönetim ile duygusal bağlılık arasındaki ilişkide hem kısmi aracılık hem de düzenleyicilik işlevi gördüğü belirlenmiştir. Bu bulgular, çalışanların örgütsel bağlılığının hem yönetim tarafından sergilenen tutumlar hem de bu tutumların tetiklediği bireysel psikolojik süreçler tarafından şekillendiğini göstermektedir

Anahtar Kelimeler

duygusal bağlılık , yıkıcı yönetim; , sahtekarlık fenomeni;

Kaynakça

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