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The Interaction between Supervisor Undermining and Supervisor Support: The Moderating Role of Prevention Focus

Yıl 2017, Cilt: 46 Sayı: 1, 34 - 46, 01.05.2017

Öz

The present research examines the moderator effects of chronic prevention focus and supervisor support on the relationship between supervisor undermining and turnover intention. It was predicted that the aggravating influence of supervisor support in the relationship between supervisor undermining and turnover intention would depend on employee’s chronic prevention focus. The results of analyses on a sample of 163 health employees from two different institutions suggest that supervisor support may increase the harmful effect of supervisor undermining on turnover intention only among employees with a high chronic prevention focus. Our findings contribute to a greater understanding concerning when support and undermining from the same supervisor leads to negative outcomes.

Kaynakça

  • Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining Talent: Replacing Misconceptions With Evidence-Based Strategies. Academy of Management Perspectives, 24(2), 48–64. https://doi.org/10.5465/AMP.2010.51827775 Andersson, L. M., & Pearson, C. M. (1999). Tit for Tat? The Spiraling Effect of Incivility in the Workplace. Academy of Management Review, 24(3), 452–471. https://doi.org/10.5465/AMR.1999.2202131 Beehr, T. A., Farmer, S. J., Glazer, S., Gudanowski, D. M., & Nair, V. N. (2003). The enigma of social support and occupational stress: Source congruence and gender role effects. Journal of Occupational Health Psychology, 8(3), 220–231. https://doi.org/10.1037/1076-8998.8.3.220 Bowling, N. A., & Beehr, T. A. (2006). Workplace harassment from the victim’s perspective: A theoretical model and meta-analysis. Journal of Applied Psychology, 91(5), 998–1012. https://doi.org/10.1037/0021-9010.91.5.998 Brislin, R. W. (1970). Back-Translation for Cross-Cultural Research. Journal of Cross-Cultural Psychology, 1(3), 185–216. https://doi.org/10.1177/135910457000100301 Brockner, J., & Higgins, E. T. (2001). Regulatory Focus Theory: Implications for the Study of Emotions at Work. Organizational Behavior and Human Decision Processes, 86(1), 35–66. https://doi.org/10.1006/obhd.2001.2972 Chappell, D., & Di Martino, V. (1998). Violence at work (Third Edit). Geneva: International Labour Organization. Cobb, S. (1976). Social Support as a Moderator of Life Stress. Psychosomatic Medicine, 38(5), 300–314. https://doi.org/10.1097/00006842-197609000-00003 Cohen, A. (1999). The Relation between Commitment Forms and Work Outcomes in Jewish and Arab Culture. Journal of Vocational Behavior, 54(3), 371–391. https://doi.org/10.1006/jvbe.1998.1669 Cohen, J., Cohen, P., West, S. G., & Aiken, L. (2003). Applied Multiple Regression/correlation Analysis for the Behavioral Sciences. London: Lawrence Erlbaum Associates. Cohen, S., & Wills, T. A. (1985). Stress, social support, and the buffering hypothesis. Psychological Bulletin, 98(2), 310–357. https://doi.org/10.1037/0033-2909.98.2.310 Crowe, E., & Higgins, E. T. (1997). Regulatory Focus and Strategic Inclinations: Promotion and Prevention in Decision-Making. Organizational Behavior and Human Decision Processes, 69(2), 117–132. https://doi.org/10.1006/obhd.1996.2675 Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611–628. https://doi.org/10.1037//0021-9010.87.4.611 Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social Undermining in the Workplace. Academy of Management Journal, 45(2), 331–351. https://doi.org/10.2307/3069350 Duffy, M. K., Ganster, D. C., Shaw, J. D., Johnson, J. L., & Pagon, M. (2006). The social context of undermining behavior at work. Organizational Behavior and Human Decision Processes, 101(1), 105–126. https://doi.org/10.1016/j.obhdp.2006.04.005 Duffy, M. K., Scott, K. L., Shaw, J. D., Tepper, B. J., & Aquino, K. (2012). A Social Context Model of Envy and Social Undermining. Academy of Management Journal, 55(3), 643–666. https://doi.org/10.5465/amj.2009.0804 Eberly, M. B., Holley, E. C., Johnson, M. D., & Mitchell, T. R. (2011). Beyond Internal and External: A Dyadic Theory of Relational Attributions. Academy of Management Review, 36(4), 731–753. https://doi.org/10.5465/amr.2009.0371 Einarsen, S. (2000). Harassment and bullying at work: A review of the Scandinavian approach. Aggression and Violent Behavior, 5(4), 379–401. https://doi.org/10.1016/S1359-1789(98)00043-3 Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565 Ganster, D. C. (2008). Measurement challenges for studying work-related stressors and strains. Human Resource Management Review, 18(4), 259–270. https://doi.org/10.1016/j.hrmr.2008.07.011 Glazer, S., & Beehr, T. A. (2005). Consistency of implications of three role stressors across four countries. Journal of Organizational Behavior, 26(5), 467–487. https://doi.org/10.1002/job.326 Greenbaum, R. L., Mawritz, M. B., & Piccolo, R. F. (2012). When Leaders Fail to “Walk the Talk”: Supervisor Undermining and Perceptions of Leader Hypocrisy. Journal of Management, 41(3), 929–956. https://doi.org/10.1177/0149206312442386 Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium. Journal of Management, 26(3), 463–488. https://doi.org/10.1177/014920630002600305 Hall, R. J., Snell, A. F., & Foust, M. S. (1999). Item Parceling Strategies in SEM: Investigating the Subtle Effects of Unmodeled Secondary Constructs. Organizational Research Methods, 2(3), 233–256. https://doi.org/10.1177/109442819923002 Hershcovis, M. S. (2011). “Incivility, social undermining, bullying…oh my!”: A call to reconcile constructs within workplace aggression research. Journal of Organizational Behavior, 32(3), 499–519. https://doi.org/10.1002/job.689 Higgins, E. T. (1997). Beyond pleasure and pain. American Psychologist, 52(12), 1280–1300. https://doi.org/10.1037/0003-066X.52.12.1280 Higgins, E. T. (1998). Promotion and Prevention: Regulatory Focus as a Motivational Principle. Advances in Experimental Social Psychology, 30, 1–46. Higgins, E. T., Friedman, R. S., Harlow, R. E., Idson, L. C., Ayduk, O. N., & Taylor, A. (2001). Achievement orientations from subjective histories of success: Promotion pride versus prevention pride. European Journal of Social Psychology, 31(1), 3–23. https://doi.org/10.1002/ejsp.27 Higgins, E. T., Roney, C. J. R., Crowe, E., & Hymes, C. (1994). Ideal versus ought predilections for approach and avoidance distinct self-regulatory systems. Journal of Personality and Social Psychology, 66(2), 276–286. https://doi.org/10.1037/0022-3514.66.2.276 Higgins, E. T., Shah, J., & Friedman, R. (1997). Emotional responses to goal attainment: strength of regulatory focus as moderator. Journal of Personality and Social Psychology, 72(3), 515–525. https://doi.org/10.1037/0022-3514.72.3.515 Hobman, E. V., Restubog, S. L. D., Bordia, P., & Tang, R. L. (2009). Abusive supervision in advising relationships: Investigating the role of social support. Applied Psychology, 58(2), 233–256. https://doi.org/10.1111/j.1464-0597.2008.00330.x Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. 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İlk Yönetici Baltalaması ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü

Yıl 2017, Cilt: 46 Sayı: 1, 34 - 46, 01.05.2017

Öz

Bu çalışma ilk yönetici baltalaması ile işten ayrılma niyeti ilişkisinde kronik önleme odağı ile ilk yönetici desteğinin biçimlendirici rollerini incelemektedir. Bu çalışmada ilk yönetici baltalaması ile işten ayrılma niyeti ilişkisinde ilk yönetici desteğinin kötüleştirici etkisinin çalışanların kronik önleme odağına bağlı olduğu iddia edilmektedir. İki farklı kurumdan toplanan 163 kişilik sağlık çalışanı örnekleminde yapılan analizlere göre sadece yüksek kronik önleme odağına sahip çalışanlarda, ilk yönetici desteğinin ilk yönetici baltalaması ile işten ayrılma niyeti ilişkisi üzerindeki zararlı etkisi artmaktadır. Bu çalışmadaki bulgular aynı yöneticiden hem destek görmenin hem de baltalamaya maruz kalmanın hangi durumda olumsuz sonuçları olabileceğinin anlaşılmasına katkı sağlamaktadır.

Kaynakça

  • Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining Talent: Replacing Misconceptions With Evidence-Based Strategies. Academy of Management Perspectives, 24(2), 48–64. https://doi.org/10.5465/AMP.2010.51827775 Andersson, L. M., & Pearson, C. M. (1999). Tit for Tat? The Spiraling Effect of Incivility in the Workplace. Academy of Management Review, 24(3), 452–471. https://doi.org/10.5465/AMR.1999.2202131 Beehr, T. A., Farmer, S. J., Glazer, S., Gudanowski, D. M., & Nair, V. N. (2003). The enigma of social support and occupational stress: Source congruence and gender role effects. Journal of Occupational Health Psychology, 8(3), 220–231. https://doi.org/10.1037/1076-8998.8.3.220 Bowling, N. A., & Beehr, T. A. (2006). Workplace harassment from the victim’s perspective: A theoretical model and meta-analysis. Journal of Applied Psychology, 91(5), 998–1012. https://doi.org/10.1037/0021-9010.91.5.998 Brislin, R. W. (1970). Back-Translation for Cross-Cultural Research. Journal of Cross-Cultural Psychology, 1(3), 185–216. https://doi.org/10.1177/135910457000100301 Brockner, J., & Higgins, E. T. (2001). Regulatory Focus Theory: Implications for the Study of Emotions at Work. Organizational Behavior and Human Decision Processes, 86(1), 35–66. https://doi.org/10.1006/obhd.2001.2972 Chappell, D., & Di Martino, V. (1998). Violence at work (Third Edit). Geneva: International Labour Organization. Cobb, S. (1976). Social Support as a Moderator of Life Stress. Psychosomatic Medicine, 38(5), 300–314. https://doi.org/10.1097/00006842-197609000-00003 Cohen, A. (1999). The Relation between Commitment Forms and Work Outcomes in Jewish and Arab Culture. Journal of Vocational Behavior, 54(3), 371–391. https://doi.org/10.1006/jvbe.1998.1669 Cohen, J., Cohen, P., West, S. G., & Aiken, L. (2003). Applied Multiple Regression/correlation Analysis for the Behavioral Sciences. London: Lawrence Erlbaum Associates. Cohen, S., & Wills, T. A. (1985). Stress, social support, and the buffering hypothesis. Psychological Bulletin, 98(2), 310–357. https://doi.org/10.1037/0033-2909.98.2.310 Crowe, E., & Higgins, E. T. (1997). Regulatory Focus and Strategic Inclinations: Promotion and Prevention in Decision-Making. Organizational Behavior and Human Decision Processes, 69(2), 117–132. https://doi.org/10.1006/obhd.1996.2675 Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611–628. https://doi.org/10.1037//0021-9010.87.4.611 Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social Undermining in the Workplace. Academy of Management Journal, 45(2), 331–351. https://doi.org/10.2307/3069350 Duffy, M. K., Ganster, D. C., Shaw, J. D., Johnson, J. L., & Pagon, M. (2006). The social context of undermining behavior at work. Organizational Behavior and Human Decision Processes, 101(1), 105–126. https://doi.org/10.1016/j.obhdp.2006.04.005 Duffy, M. K., Scott, K. L., Shaw, J. D., Tepper, B. J., & Aquino, K. (2012). A Social Context Model of Envy and Social Undermining. Academy of Management Journal, 55(3), 643–666. https://doi.org/10.5465/amj.2009.0804 Eberly, M. B., Holley, E. C., Johnson, M. D., & Mitchell, T. R. (2011). Beyond Internal and External: A Dyadic Theory of Relational Attributions. Academy of Management Review, 36(4), 731–753. https://doi.org/10.5465/amr.2009.0371 Einarsen, S. (2000). Harassment and bullying at work: A review of the Scandinavian approach. Aggression and Violent Behavior, 5(4), 379–401. https://doi.org/10.1016/S1359-1789(98)00043-3 Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565 Ganster, D. C. (2008). Measurement challenges for studying work-related stressors and strains. Human Resource Management Review, 18(4), 259–270. https://doi.org/10.1016/j.hrmr.2008.07.011 Glazer, S., & Beehr, T. A. (2005). Consistency of implications of three role stressors across four countries. Journal of Organizational Behavior, 26(5), 467–487. https://doi.org/10.1002/job.326 Greenbaum, R. L., Mawritz, M. B., & Piccolo, R. F. (2012). When Leaders Fail to “Walk the Talk”: Supervisor Undermining and Perceptions of Leader Hypocrisy. Journal of Management, 41(3), 929–956. https://doi.org/10.1177/0149206312442386 Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium. Journal of Management, 26(3), 463–488. https://doi.org/10.1177/014920630002600305 Hall, R. J., Snell, A. F., & Foust, M. S. (1999). Item Parceling Strategies in SEM: Investigating the Subtle Effects of Unmodeled Secondary Constructs. Organizational Research Methods, 2(3), 233–256. https://doi.org/10.1177/109442819923002 Hershcovis, M. S. (2011). “Incivility, social undermining, bullying…oh my!”: A call to reconcile constructs within workplace aggression research. Journal of Organizational Behavior, 32(3), 499–519. https://doi.org/10.1002/job.689 Higgins, E. T. (1997). Beyond pleasure and pain. American Psychologist, 52(12), 1280–1300. https://doi.org/10.1037/0003-066X.52.12.1280 Higgins, E. T. (1998). Promotion and Prevention: Regulatory Focus as a Motivational Principle. Advances in Experimental Social Psychology, 30, 1–46. Higgins, E. T., Friedman, R. S., Harlow, R. E., Idson, L. C., Ayduk, O. N., & Taylor, A. (2001). Achievement orientations from subjective histories of success: Promotion pride versus prevention pride. European Journal of Social Psychology, 31(1), 3–23. https://doi.org/10.1002/ejsp.27 Higgins, E. T., Roney, C. J. R., Crowe, E., & Hymes, C. (1994). Ideal versus ought predilections for approach and avoidance distinct self-regulatory systems. Journal of Personality and Social Psychology, 66(2), 276–286. https://doi.org/10.1037/0022-3514.66.2.276 Higgins, E. T., Shah, J., & Friedman, R. (1997). Emotional responses to goal attainment: strength of regulatory focus as moderator. Journal of Personality and Social Psychology, 72(3), 515–525. https://doi.org/10.1037/0022-3514.72.3.515 Hobman, E. V., Restubog, S. L. D., Bordia, P., & Tang, R. L. (2009). Abusive supervision in advising relationships: Investigating the role of social support. Applied Psychology, 58(2), 233–256. https://doi.org/10.1111/j.1464-0597.2008.00330.x Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. 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Toplam 1 adet kaynakça vardır.

Ayrıntılar

Bölüm Makaleler
Yazarlar

Engin Bağış Öztürk

Gökhan Karagonlar

Yayımlanma Tarihi 1 Mayıs 2017
Yayımlandığı Sayı Yıl 2017 Cilt: 46 Sayı: 1

Kaynak Göster

APA Öztürk, E. B., & Karagonlar, G. (2017). İlk Yönetici Baltalaması ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 46(1), 34-46.
AMA Öztürk EB, Karagonlar G. İlk Yönetici Baltalaması ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi. Mayıs 2017;46(1):34-46.
Chicago Öztürk, Engin Bağış, ve Gökhan Karagonlar. “İlk Yönetici Baltalaması Ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü”. İstanbul Üniversitesi İşletme Fakültesi Dergisi 46, sy. 1 (Mayıs 2017): 34-46.
EndNote Öztürk EB, Karagonlar G (01 Mayıs 2017) İlk Yönetici Baltalaması ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi 46 1 34–46.
IEEE E. B. Öztürk ve G. Karagonlar, “İlk Yönetici Baltalaması ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü”, İstanbul Üniversitesi İşletme Fakültesi Dergisi, c. 46, sy. 1, ss. 34–46, 2017.
ISNAD Öztürk, Engin Bağış - Karagonlar, Gökhan. “İlk Yönetici Baltalaması Ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü”. İstanbul Üniversitesi İşletme Fakültesi Dergisi 46/1 (Mayıs 2017), 34-46.
JAMA Öztürk EB, Karagonlar G. İlk Yönetici Baltalaması ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi. 2017;46:34–46.
MLA Öztürk, Engin Bağış ve Gökhan Karagonlar. “İlk Yönetici Baltalaması Ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü”. İstanbul Üniversitesi İşletme Fakültesi Dergisi, c. 46, sy. 1, 2017, ss. 34-46.
Vancouver Öztürk EB, Karagonlar G. İlk Yönetici Baltalaması ile Desteği Arasındaki Etkileşim: Önleme Odağının Biçimlendirici Rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi. 2017;46(1):34-46.