The Effect of Abusive Supervision on Hospitality Employees’ Job Involvement and Voice Behavior
Recently, the Hospitality industry has been developed rapidly; many enterprises now require higher service quality consequently, the resultant pressure may entail a negative reaction on the part of some supervisors in their attempts to achieve the desired service standard. For instance, they may become domineering, often have bad moods, etc. Employees perceiving their abusive supervision may therefore hold back on offering their best work performance, so that the desired results cannot be accomplished.
This study aims to explore the relevant influences based on the foundation of Social Exchange Theory (SET), Conservation of Resources Theory (COR) and Equity Theory. According to the viewpoint of SET, abusive supervision will damage employee identification with, and loyalty to, the companies they work for; as a result, they will not provide the required suggestions, and consequently the job involvement will be decreased. The COR posits that when the resources are thus loosed, employees will experience fear and unhappiness; with diminishing resources, their job involvement will not only worsen, but a sense of unfairness among colleagues and supervisors might be perceived. In Equity Theory, if employees feel that the leadership of supervisor is inequity, they may work less and the profit of the companies can be compromised.
From the inferences derived from a literature review, Abusive Supervision is negatively related to Job involvement and Voice Behavior. Through the lens of SET, COR and Equity Theory, we have depicted several propositions to address the relationships among employees Job involvement and Voice Behavior via perceived well-being and organizational justice.
Keywords— Abusive supervision, Voice behavior, Job involvement, Well-Being, Organizational justice.