Personal and organizational spirituality as a buffer against the negative effect of abusive supervision on job and life satisfaction
- 주제(키워드) abusive supervision , job-demand resource model , personal spirituality , organizational spirituality , work engagement , employee satisfaction.
- 주제(DDC) 658
- 발행기관 아주대학교
- 지도교수 Yonjeong Paik
- 발행년도 2023
- 학위수여년월 2023. 8
- 학위명 박사
- 학과 및 전공 일반대학원 경영학과
- 실제URI http://www.dcollection.net/handler/ajou/000000032955
- 본문언어 영어
- 저작권 아주대학교 논문은 저작권에 의해 보호받습니다.
초록/요약
Abusive supervision is a form of job demand that has the potential to negatively impact both the professional and personal aspects of an employee's life. The current research presents spirituality as a novel job resource to address this concern, utilizing the job demands-resources theory. Spirituality encompasses both personal and organizational dimensions. Personal spirituality is the internal experiences, feeling of belonging, and search for meaning of a person, while organizational spirituality emphasizes the promotion of purposeful work and the cultivation of relationships among members, both within and beyond the organizational context. Two studies were conducted to test the model. First study is based on a survey from 197 Pakistan employees through Qualtrics. Second study was on 143 employees from America collected through Amazon’s MTurk. The verdicts of the study conducted in Pakistan propose that the implementation of organizational spirituality can allay the adverse influence of abusive supervision on work engagement. However, the study did not find any significant buffer effect of personal spirituality. Furthermore, current research revealed that work engagement functioned as a mediator in the process where abusive supervision negatively impacts job and life satisfaction of employees. Study also found moderated mediation with statistical significance regarding organizational spirituality. The work on the U.S. sample has corroborated the notion that personal spirituality is able to lessen the damage to work engagement caused by abusive supervision. However, this study could not find any significant moderating effect of organizational spirituality. The study confirmed the role of work engagement as a mediator in the adverse and detrimental link of abusive supervision with both job and life satisfaction.
more목차
CHAPTER 1 INTRODUCTION 1
CHAPTER 2 LITERATURE REVIEW 8
2.1 Abusive Supervision
2.1.1 Abusive Supervision and its Outcomes 12
2.1.2 Abusive Supervision and its Mediators 15
2.1.3 Buffers in Abusive Supervision 16
2.2 Job Demand Resource Theory 17
2.2.1 Job Demands 20
2.2.2 Resources 21
2.2.3 Abusive Supervision: A Hindrance Demand under JD-R Framework 23
2.3 Spirituality 25
2.3.1 Spirituality and Religiousness 28
2.3.2 Spirituality and Mindfulness 30
2.3.3 Personal Spirituality 32
2.3.4 Organizational Spirituality 34
2.3.5 Spirituality: A Resource under JD-R Framework 35
2.4 Work Engagement 37
2.5 Job Satisfaction 41
2.5.1 Antecedents of Job Satisfaction 41
2.6 Life Satisfaction 43
2.6.1 Antecedents of Life Satisfaction 43
CHAPTER 3 THEORY AND HYPOTHESES 47
3.1 Abusive Supervision and the JD-R Model 47
3.2 Abusive Supervision and Work Engagement 48
3.3 Work Engagement as a Double Mediator 51
3.4 The Buffering Effect of Spirituality 54
CHAPTER 4 RESEARCH METHODOLOGY 65
4.1 Sample and Procedure 65
4.1.1. Data collection in Pakistan 65
4.1.2. Data collection in the U.S. 66
4.2 Measures 67
4.2.1 Abusive Supervision 68
4.2.2 Personal Spirituality 68
4.2.3 Organizational Spirituality 68
4.2.4 Work Engagement 68
4.2.5 Job Satisfaction 69
4.2.6 Life Satisfaction 69
4.2.7 Control Variables 69
4.3 Data Analysis 70
4.3.1 Data cleaning 70
4.3.2 Descriptive Statistics 70
4.3.3 Confirmatory Factor Analysis 70
4.3.4 Reliability Test 71
4.3.5 Correlation 71
4.3.6 Independent sample t-test 71
4.3.7 Hypotheses Testing 72
CHAPTER 5 RESULTS 73
5.1 Descriptive Statistics and Correlation Analysis 73
5.2 Hypotheses Testing 80
5.2.1 Main Effects and Moderating Effect on Work Engagement 80
5.2.2 Mediation Effect 85
5.2.3 Moderated Mediation Effects 85
5.3 Post-hoc Analysis 90
CHAPTER 6 DISCUSSIONS 92
6.1 Theoretical Implications 93
6.2 Practical Implications 96
6.3 Limitations 98
6.4 General Discussions 99
6.5 Future Research Directions 102
CONCLUSION 104
REFERENCES 105
Appendix 1 Instrument (Pakistan) Time 1 139
Appendix 2 Instrument (Pakistan) Time 2 146
Appendix 3 Instrument (America) Time 1 150
Appendix 4 Instrument (America) Time 2 155
