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They can’t treat you well under abusive supervision: Investigating the impact of job satisfaction and extrinsic motivation on healthcare employees

Author

Listed:
  • Saeed Siyal

    (Beijing University of Chemical Technology, P.R. China)

  • Maria Saeed

    (National University of Modern Languages, Pakistan)

  • Munwar Hussain Pahi

    (PAF KIET, Pakistan)

  • Rukhman Solangi

    (Sukkur IBA University, Pakistan)

  • Chunlin Xin

    (Beijing University of Chemical Technology, P.R. China)

Abstract

Building on the emerging research that has demonstrated the adverse effects of abusive supervision on employee performance, this research draws on the theories of prosocial motivation and action identification. We develop and empirically test a mediation model to examine the indirect impact of abusive supervision on employee performance. Data were obtained from 430 Chinese healthcare employees to validate and test our proposed hypotheses and generalize the findings from Western settings in the Eastern context. The findings indicate that abusive supervision is negatively related to employee performance. Job satisfaction and extrinsic motivation mediated this relationship. The study has some important theoretical and practical implications, and we have also discussed some future directions.

Suggested Citation

  • Saeed Siyal & Maria Saeed & Munwar Hussain Pahi & Rukhman Solangi & Chunlin Xin, 2021. "They can’t treat you well under abusive supervision: Investigating the impact of job satisfaction and extrinsic motivation on healthcare employees," Rationality and Society, , vol. 33(4), pages 401-423, November.
    • Handle: RePEc:sae:ratsoc:v:33:y:2021:i:4:p:401-423
    DOI: 10.1177/10434631211033660
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    References listed on IDEAS

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    1. Samuel Aryee & Li-Yun Sun & Zhen Xiong George Chen & Yaw A. Debrah, 2008. "Abusive Supervision and Contextual Performance: The Mediating Role of Emotional Exhaustion and the Moderating Role of Work Unit Structure," Management and Organization Review, The International Association for Chinese Management Research, vol. 4(3), pages 393-411, November.
    2. Saeed Siyal & Chunlin Xin & Xiaobao Peng & Abdul Waheed Siyal & Waqas Ahmed, 2020. "Why Do High-Performance Human Resource Practices Matter for Employee Outcomes in Public Sector Universities? The Mediating Role of Person–Organization Fit Mechanism," SAGE Open, , vol. 10(3), pages 21582440209, August.
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    7. Farh, Jiing-Lih & Cannella, Albert A. & Lee, Cynthia, 2006. "Approaches to Scale Development in Chinese Management Research," Management and Organization Review, Cambridge University Press, vol. 2(03), pages 301-318, November.
    8. Aryee, Samuel & Sun, Li-Yun & Chen, Zhen Xiong George & Debrah, Yaw A., 2008. "Abusive Supervision and Contextual Performance: The Mediating Role of Emotional Exhaustion and the Moderating Role of Work Unit Structure," Management and Organization Review, Cambridge University Press, vol. 4(3), pages 393-411, November.
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    Cited by:

    1. Shouyan Wu & Feng Fu, 2023. "Crack control optimization of basement concrete structures using the Mask-RCNN and temperature effect analysis," PLOS ONE, Public Library of Science, vol. 18(10), pages 1-23, October.
    2. Saeed Siyal, 2023. "Inclusive leadership and work engagement: Exploring the role of psychological safety and trust in leader in multiple organizational context," Business Ethics, the Environment & Responsibility, John Wiley & Sons, Ltd., vol. 32(4), pages 1170-1184, October.
    3. Richard, Orlando C. & Yang, Jun & Triana, María del Carmen, 2026. "The impact of abusive supervision on subordinate job satisfaction: The moderating role of subordinate negative affectivity," Journal of Business Research, Elsevier, vol. 204(C).

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