Employee resilience and mentoring functions as moderators of the relationship between workplace hazing and affective organizational commitment

Abstract

Although numerous studies have discussed hazing through qualitative methods, few have investigated workplace hazing as an antecedent, and the mechanisms influencing the relationship between workplace hazing and affective organizational commitment (AOC) in hospitality contexts. The present study applied leader-member exchange theory and the challenge–hindrance stressor framework to determine the roles of employee resilience and mentoring functions in buffering the negative effects of workplace hazing on AOC. A multi-group analysis was conducted on data collected from newcomers working at hotels in China. The results revealed that workplace hazing significantly and negatively influenced AOC. Both Employee resilience and mentoring functions positively correlated with AOC and buffered the negative relationship between workplace hazing and AOC. This study provides insights into how employee programs can be enhanced to reduce the negative effects of workplace hazing on AOC in the hospitality industry.