Abstract
In a dynamic and competitive world, organizations need healthy interpersonal relationships in the workplace to achieve success. Within the interpersonal relationship domain, the supervisor–employee bond is the most important that determines the fate of employee performance. Drawing on the conservation of resources and self-control theory, this empirical inquiry investigates the buffering effects of self-control on the relationship between abusive supervision and employee performance through the mediating effects of defensive silence and constructive voice behaviours. The data were collected from a sample of 293 respondents from the services sector organizations functioning in the southern Punjab region of Pakistan and were analyzed by deploying partial least squares structural equation modelling technique. The results revealed that abusive supervision has negative effects on employee performance with partial mediation of defensive silence and constructive voice behaviours. This research adds to the existing literature in organizational behaviour and psychology by introducing moderated mediation of self-control perspective between the relationship between abusive supervision and employee performance through silence and voice behaviours. Further, this study provides guidelines to practitioners on how to reduce the injurious effects of abusive supervision on employee performance.
Published Version
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call