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THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE

Year 2017, Volume: 3 Issue: 1, 541 - 547, 30.06.2017
https://doi.org/10.17261/Pressacademia.2017.629

Abstract

The purpose of the study is to filling the gap in the
literature by testing the role of employee envy on the abusive supervision
perception and contextual performance empirically based on Social Exchange
Theory and Victim Precipitation Theory. The study was conducted on the 630 employees
from service sector in last quarter of 2016 in Istanbul.  Exploratory Factor Analysis with SPSS and
Confirmatory factor analysis and structural equation modelling were used to
test the data in AMOS.  Findings show
that envy for others that is one of the sub-dimensions of emploeye envy is a
statistically significant and negative predictor of contextual performance, it
is also a positive and statistically significant predictor of abusive
supervision. On the other hand, it was found that being envy is positive and
statistically significant predictor of abusive supervision, while the effect of
it is not significant on the contextual performance. The study contributes to
understanding the role of negative emotions on employees behaviors and
perceptions e.g. contextual performance, abusive supervision. 

References

  • Alessandri, G., & Vecchione, M. (2012). The higher-order factors of the Big Five as predictors of job performance. Personality and Individual Differences, 53(6), 779-784.
  • Aquino, K. (2000). Structural and individual determinants of workplace victimization: The effects of hierarchical status and conflict management style. Journal of Management, 26(2), 171-193.
  • Avey, J. B., Wu, K., & Holley, E. (2015). The Influence of Abusive Supervision and Job Embeddedness on Citizenship and Deviance. Journal of Business Ethics, 129(3), 721-731.
  • Blau, P. M. (1964). Exchange and power in social life: Transaction Publishers.
  • Borman, W. C., & Motowidlo, S. M. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations (pp. 71-98). San Francisco: Jossey-Bass.
  • Choi, B. K., Moon, H. K., & Ko, W. (2013). An organization's ethical climate, innovation, and performance Effects of support for innovation and performance evaluation. Management Decision, 51(6), 1250-1275.
  • Cichy, R. F., Cha, J., & Kim, S. (2009). The relationship between organizational commitment and contextual performance among private club leaders. International Journal of Hospitality Management, 28(1), 53-62.
  • Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. psychometrika, 16(3), 297-334.
  • Devonish, D., & Greenidge, D. (2010). The Effect of Organizational Justice on Contextual Performance, Counterproductive Work Behaviors, and Task Performance: Investigating the moderating role of ability-based emotional intelligence. International Journal of Selection and Assessment, 18(1), 7586.
  • Dogan, K., & Vecchio, R. P. (2001). Managing envy and jealousy in the workplace. Compensation & Benefits Review, 33(2), 57-64.
  • Erdil, O., & Müceldili, B. (2014). The effects of envy on job engagement and turnover intention. Paper presented at the Procedia-Social and Behavioral Sciences.
  • Gaskin, J., & Lim, J. (2016). Model Fit Measures, AMOS Plugin, Gaskination's StatWiki.
  • Gregory, B. T., Osmonbekov, T., Gregory, S. T., Albritton, M. D., & Carr, J. C. (2013). Abusive supervision and citizenship behaviors: exploring boundary conditions. Journal of Managerial Psychology, 28(6), 628-644.
  • Guthridge, M. D., & Wearing, A. J. (2003). Leadership, psychological climate, service climate, and contextual performance in health care. Australian Journal of Psychology, 55, 126-126.
  • Haar, J. M., de Fluiter, A., & Brougham, D. (2016). Abusive supervision and turnover intentions: The mediating role of perceived organisational support. Journal of Management & Organization, 22(2), 139-153.
  • Hair, J. F., Anderson, R. E., Babin, B. J., & Black, W. C. (2010). Multivariate data analysis: A global perspective (Vol. 7): Pearson Upper Saddle River, NJ.
  • Hu, C. Y., & Wang, L. (2012). How abusive supervision affect job satisfaction? A moderated mediation model. International Journal of Psychology, 47, 537-537.
  • Hu, L. t., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. doi:10.1080/10705519909540118
  • Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85(6), 869-879.
  • Jian, Z. Q., Kwan, H. K., Qiu, Q., Liu, Z. Q., & Yim, F. H. K. (2012). Abusive supervision and frontline employees' service performance. Service Industries Journal, 32(5), 683-698.
  • Jiang, W., Wang, L. L., & Lin, H. (2016). The role of cognitive processes and individual differences in the relationship between abusive supervision and employee career satisfaction. Personality and Individual Differences, 99, 155-160.
  • Judge, T. A., LePine, J. A., & Rich, B. L. (2006). Loving yourself abundantly: Relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance. Journal of Applied Psychology, 91(4), 762-776.
  • Karatepe, O. M. (2013). Inking Perceived Ethical Climate to Performance Outcomes: The Mediating Role of Job Embeddedness. Ekonomska Istrazivanja-Economic Research, 26(4), 77-90.
  • Kichuk, S. L., & Wiesner, W. H. (1997). The Big Five personality factors and team performance: implications for selecting successful product design teams. Journal of Engineering and Technology Management, 14(3-4), 195-221.
  • Kim, S., O'Neill, J. W., & Cho, H. M. (2010). When does an employee not help coworkers? The effect of leader-member exchange on employee envy and organizational citizenship behavior. International Journal of Hospitality Management, 29(3), 530-537.
  • Lam, C. K., Huang, X., Walter, F., & Chan, S. C. H. (2016). Coworkers' Relationship Quality and Interpersonal Emotions in Team-Member Dyads in China: The Moderating Role of Cooperative Team Goals. Management and Organization Review, 12(4), 687-716.
  • Lian, H. W., Ferris, D. L., & Brown, D. J. (2012). Does taking the good with the bad make things worse? How abusive supervision and leader-member exchange interact to impact need satisfaction and organizational deviance. Organizational behavior and human decision processes, 117(1), 41-52.
  • Liu, X. Y., & Wang, J. (2013). Abusive supervision and organizational citizenship behaviour: is supervisor-subordinate guanxi a mediator? International Journal of Human Resource Management, 24(7), 1471-1489.
  • Lyu, Y. J., Zhu, H., Zhong, H. J., & Hu, L. Q. (2016). Abusive supervision and customer-oriented organizational citizenship behavior: The roles of hostile attribution bias and work engagement. International Journal of Hospitality Management, 53, 69-80.
  • Mathieu, C., & Babiak, P. (2016). Corporate psychopathy and abusive supervision: Their influence on employees' job satisfaction and turnover intentions. Personality and Individual Differences, 91, 102-106.
  • Motowidlo, S. J., & Van Scotter, J. R. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 79(4), 475.
  • Nunnally, J. C. (1967). Psychometric theory.
  • Ocel, H. (2013). The Relationships of Contextual Performance with Person-Organization Fit, Perceived Organizational Prestige and Organizational Identity Strength: The Mediating Role of Organizational Commitment. Turk Psikoloji Dergisi, 28(71), 37-56.
  • Salgado, J. F. (1998). Big Five personality dimensions and job performance in army and civil occupations: A European perspective. Human Performance, 11(2-3), 271-288.
  • Sezici, E., & Yıldız, B. (2017). Nevrotik Kişilik Özelliği ile Kişisel Başarı Hissinde Azalma İlişkisinde İstismarcı Yönetimin Aracılık Etkisi. Yakın Doğu Üniversitesi Sosyal Bilimler Dergisi, X(2), forthcoming.
  • Shen, C. G., Jing, Y., & Ma, H. Y. (2012). Abusive supervision and employee performance: mechanism of fsb and learning goal orientation. International Journal of Psychology, 47, 519-519.
  • Soo Kyung, K., Jung, D. I., & Lee, J. S. (2013). Service employees' deviant behaviors and leader-member exchange in contexts of dispositional envy and dispositional jealousy. Service Business, 7(4), 583-602.
  • Tai, K., Narayanan, J., & McAllister, D. J. (2012). Envy as Pain: Rethinking the Nature of Envy and Its Implications for Employees and Organizations. Academy of Management Review, 37(1), 107-129.
  • Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
  • Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C. Y., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees' workplace deviance: A power/dependence analysis. Organizational behavior and human decision processes, 109(2), 156-167.
  • Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004). Moderators of the relationships between coworkers' organizational citizenship behavior and fellow employees' attitudes. Journal of Applied Psychology, 89(3), 455-465.
  • Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moderators of the relationship between abusive supervision and subordinates' resistance. Journal of Applied Psychology, 86(5), 974-983.
  • Vecchio, R. (2005). Explorations in employee envy: Feeling envious and feeling envied. Cognition & Emotion, 19(1), 69-81.
  • Vecchio, R. P. (1997a). Categorizing coping responses for envy: A multidimensional analysis of workplace perceptions. Psychological reports, 81(1), 137-138.
  • Vecchio, R. P. (1997b). It's not easy being green: Jealousy and envy in the workplace.
  • Vecchio, R. P. (2000). Negative emotion in the workplace: Employee jealousy and envy. International Journal of Stress Management, 7(3), 161-179.
  • Wang, H., Begley, T., Hui, C., & Lee, C. (2012). Are the effects of conscientiousness on contextual and innovative performance context specific? Organizational culture as a moderator. International Journal of Human Resource Management, 23(1), 174-189.
  • Yousaf, A., Yang, H. D., & Sanders, K. (2015). Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals The mediating role of commitment foci. Journal of Managerial Psychology, 30(2), 133-150.
  • Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.
  • Zhong, L. F., Wayne, S. J., & Liden, R. C. (2016). Job engagement, perceived organizational support, high-performance human resource practices, and cultural value orientations: A cross-level investigation. Journal of Organizational Behavior, 37(6), 823-844.
  • Zhou, L. (2016). Abusive Supervision and Work Performance: The Moderating Role of Abusive Supervision Variability. Social Behavior and Personality, 44(7), 1089-1098.
  • Ziegler, M., Bensch, D., Maass, U., Schult, V., Vogel, M., & Buhner, M. (2014). Big Five facets as predictor of job training performance: The role of specific job demands. Learning and Individual Differences, 29, 1-7.
Year 2017, Volume: 3 Issue: 1, 541 - 547, 30.06.2017
https://doi.org/10.17261/Pressacademia.2017.629

Abstract

References

  • Alessandri, G., & Vecchione, M. (2012). The higher-order factors of the Big Five as predictors of job performance. Personality and Individual Differences, 53(6), 779-784.
  • Aquino, K. (2000). Structural and individual determinants of workplace victimization: The effects of hierarchical status and conflict management style. Journal of Management, 26(2), 171-193.
  • Avey, J. B., Wu, K., & Holley, E. (2015). The Influence of Abusive Supervision and Job Embeddedness on Citizenship and Deviance. Journal of Business Ethics, 129(3), 721-731.
  • Blau, P. M. (1964). Exchange and power in social life: Transaction Publishers.
  • Borman, W. C., & Motowidlo, S. M. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations (pp. 71-98). San Francisco: Jossey-Bass.
  • Choi, B. K., Moon, H. K., & Ko, W. (2013). An organization's ethical climate, innovation, and performance Effects of support for innovation and performance evaluation. Management Decision, 51(6), 1250-1275.
  • Cichy, R. F., Cha, J., & Kim, S. (2009). The relationship between organizational commitment and contextual performance among private club leaders. International Journal of Hospitality Management, 28(1), 53-62.
  • Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. psychometrika, 16(3), 297-334.
  • Devonish, D., & Greenidge, D. (2010). The Effect of Organizational Justice on Contextual Performance, Counterproductive Work Behaviors, and Task Performance: Investigating the moderating role of ability-based emotional intelligence. International Journal of Selection and Assessment, 18(1), 7586.
  • Dogan, K., & Vecchio, R. P. (2001). Managing envy and jealousy in the workplace. Compensation & Benefits Review, 33(2), 57-64.
  • Erdil, O., & Müceldili, B. (2014). The effects of envy on job engagement and turnover intention. Paper presented at the Procedia-Social and Behavioral Sciences.
  • Gaskin, J., & Lim, J. (2016). Model Fit Measures, AMOS Plugin, Gaskination's StatWiki.
  • Gregory, B. T., Osmonbekov, T., Gregory, S. T., Albritton, M. D., & Carr, J. C. (2013). Abusive supervision and citizenship behaviors: exploring boundary conditions. Journal of Managerial Psychology, 28(6), 628-644.
  • Guthridge, M. D., & Wearing, A. J. (2003). Leadership, psychological climate, service climate, and contextual performance in health care. Australian Journal of Psychology, 55, 126-126.
  • Haar, J. M., de Fluiter, A., & Brougham, D. (2016). Abusive supervision and turnover intentions: The mediating role of perceived organisational support. Journal of Management & Organization, 22(2), 139-153.
  • Hair, J. F., Anderson, R. E., Babin, B. J., & Black, W. C. (2010). Multivariate data analysis: A global perspective (Vol. 7): Pearson Upper Saddle River, NJ.
  • Hu, C. Y., & Wang, L. (2012). How abusive supervision affect job satisfaction? A moderated mediation model. International Journal of Psychology, 47, 537-537.
  • Hu, L. t., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. doi:10.1080/10705519909540118
  • Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85(6), 869-879.
  • Jian, Z. Q., Kwan, H. K., Qiu, Q., Liu, Z. Q., & Yim, F. H. K. (2012). Abusive supervision and frontline employees' service performance. Service Industries Journal, 32(5), 683-698.
  • Jiang, W., Wang, L. L., & Lin, H. (2016). The role of cognitive processes and individual differences in the relationship between abusive supervision and employee career satisfaction. Personality and Individual Differences, 99, 155-160.
  • Judge, T. A., LePine, J. A., & Rich, B. L. (2006). Loving yourself abundantly: Relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance. Journal of Applied Psychology, 91(4), 762-776.
  • Karatepe, O. M. (2013). Inking Perceived Ethical Climate to Performance Outcomes: The Mediating Role of Job Embeddedness. Ekonomska Istrazivanja-Economic Research, 26(4), 77-90.
  • Kichuk, S. L., & Wiesner, W. H. (1997). The Big Five personality factors and team performance: implications for selecting successful product design teams. Journal of Engineering and Technology Management, 14(3-4), 195-221.
  • Kim, S., O'Neill, J. W., & Cho, H. M. (2010). When does an employee not help coworkers? The effect of leader-member exchange on employee envy and organizational citizenship behavior. International Journal of Hospitality Management, 29(3), 530-537.
  • Lam, C. K., Huang, X., Walter, F., & Chan, S. C. H. (2016). Coworkers' Relationship Quality and Interpersonal Emotions in Team-Member Dyads in China: The Moderating Role of Cooperative Team Goals. Management and Organization Review, 12(4), 687-716.
  • Lian, H. W., Ferris, D. L., & Brown, D. J. (2012). Does taking the good with the bad make things worse? How abusive supervision and leader-member exchange interact to impact need satisfaction and organizational deviance. Organizational behavior and human decision processes, 117(1), 41-52.
  • Liu, X. Y., & Wang, J. (2013). Abusive supervision and organizational citizenship behaviour: is supervisor-subordinate guanxi a mediator? International Journal of Human Resource Management, 24(7), 1471-1489.
  • Lyu, Y. J., Zhu, H., Zhong, H. J., & Hu, L. Q. (2016). Abusive supervision and customer-oriented organizational citizenship behavior: The roles of hostile attribution bias and work engagement. International Journal of Hospitality Management, 53, 69-80.
  • Mathieu, C., & Babiak, P. (2016). Corporate psychopathy and abusive supervision: Their influence on employees' job satisfaction and turnover intentions. Personality and Individual Differences, 91, 102-106.
  • Motowidlo, S. J., & Van Scotter, J. R. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 79(4), 475.
  • Nunnally, J. C. (1967). Psychometric theory.
  • Ocel, H. (2013). The Relationships of Contextual Performance with Person-Organization Fit, Perceived Organizational Prestige and Organizational Identity Strength: The Mediating Role of Organizational Commitment. Turk Psikoloji Dergisi, 28(71), 37-56.
  • Salgado, J. F. (1998). Big Five personality dimensions and job performance in army and civil occupations: A European perspective. Human Performance, 11(2-3), 271-288.
  • Sezici, E., & Yıldız, B. (2017). Nevrotik Kişilik Özelliği ile Kişisel Başarı Hissinde Azalma İlişkisinde İstismarcı Yönetimin Aracılık Etkisi. Yakın Doğu Üniversitesi Sosyal Bilimler Dergisi, X(2), forthcoming.
  • Shen, C. G., Jing, Y., & Ma, H. Y. (2012). Abusive supervision and employee performance: mechanism of fsb and learning goal orientation. International Journal of Psychology, 47, 519-519.
  • Soo Kyung, K., Jung, D. I., & Lee, J. S. (2013). Service employees' deviant behaviors and leader-member exchange in contexts of dispositional envy and dispositional jealousy. Service Business, 7(4), 583-602.
  • Tai, K., Narayanan, J., & McAllister, D. J. (2012). Envy as Pain: Rethinking the Nature of Envy and Its Implications for Employees and Organizations. Academy of Management Review, 37(1), 107-129.
  • Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
  • Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C. Y., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees' workplace deviance: A power/dependence analysis. Organizational behavior and human decision processes, 109(2), 156-167.
  • Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004). Moderators of the relationships between coworkers' organizational citizenship behavior and fellow employees' attitudes. Journal of Applied Psychology, 89(3), 455-465.
  • Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moderators of the relationship between abusive supervision and subordinates' resistance. Journal of Applied Psychology, 86(5), 974-983.
  • Vecchio, R. (2005). Explorations in employee envy: Feeling envious and feeling envied. Cognition & Emotion, 19(1), 69-81.
  • Vecchio, R. P. (1997a). Categorizing coping responses for envy: A multidimensional analysis of workplace perceptions. Psychological reports, 81(1), 137-138.
  • Vecchio, R. P. (1997b). It's not easy being green: Jealousy and envy in the workplace.
  • Vecchio, R. P. (2000). Negative emotion in the workplace: Employee jealousy and envy. International Journal of Stress Management, 7(3), 161-179.
  • Wang, H., Begley, T., Hui, C., & Lee, C. (2012). Are the effects of conscientiousness on contextual and innovative performance context specific? Organizational culture as a moderator. International Journal of Human Resource Management, 23(1), 174-189.
  • Yousaf, A., Yang, H. D., & Sanders, K. (2015). Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals The mediating role of commitment foci. Journal of Managerial Psychology, 30(2), 133-150.
  • Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.
  • Zhong, L. F., Wayne, S. J., & Liden, R. C. (2016). Job engagement, perceived organizational support, high-performance human resource practices, and cultural value orientations: A cross-level investigation. Journal of Organizational Behavior, 37(6), 823-844.
  • Zhou, L. (2016). Abusive Supervision and Work Performance: The Moderating Role of Abusive Supervision Variability. Social Behavior and Personality, 44(7), 1089-1098.
  • Ziegler, M., Bensch, D., Maass, U., Schult, V., Vogel, M., & Buhner, M. (2014). Big Five facets as predictor of job training performance: The role of specific job demands. Learning and Individual Differences, 29, 1-7.
There are 52 citations in total.

Details

Journal Section Articles
Authors

Bora Yildiz

Publication Date June 30, 2017
Published in Issue Year 2017 Volume: 3 Issue: 1

Cite

APA Yildiz, B. (2017). THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE. PressAcademia Procedia, 3(1), 541-547. https://doi.org/10.17261/Pressacademia.2017.629
AMA Yildiz B. THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE. PAP. June 2017;3(1):541-547. doi:10.17261/Pressacademia.2017.629
Chicago Yildiz, Bora. “THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE”. PressAcademia Procedia 3, no. 1 (June 2017): 541-47. https://doi.org/10.17261/Pressacademia.2017.629.
EndNote Yildiz B (June 1, 2017) THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE. PressAcademia Procedia 3 1 541–547.
IEEE B. Yildiz, “THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE”, PAP, vol. 3, no. 1, pp. 541–547, 2017, doi: 10.17261/Pressacademia.2017.629.
ISNAD Yildiz, Bora. “THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE”. PressAcademia Procedia 3/1 (June 2017), 541-547. https://doi.org/10.17261/Pressacademia.2017.629.
JAMA Yildiz B. THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE. PAP. 2017;3:541–547.
MLA Yildiz, Bora. “THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE”. PressAcademia Procedia, vol. 3, no. 1, 2017, pp. 541-7, doi:10.17261/Pressacademia.2017.629.
Vancouver Yildiz B. THE ROLE OF ENVY IN EMPLOYEES ABUSIVE SUPERVISON PERCEPTION AND CONTEXTUAL PERFORMANCE. PAP. 2017;3(1):541-7.

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