The effect of abusive supervision on workplace deviant behavior : Examining the mediating role of organizational commitment and the moderation role of self-enhancement = 비인격적 감독이 조직 내 일탈행동에 미치는 영향: 조직몰입의 매개효과와 자기고양의 조절효과를 중심으로

다국어 초록 (Multilingual Abstract)

The present study investigates the association between employee abusive supervision and deviant behavior in the workplace. In addition, the research confirmed that organizational commitment performs as a mediator in this relationship, and that self-enhancement may be the determinant factor in moderating the relation of abusive supervision and organizational commitment, based on the support of the social exchange theory and self-enhancement theory.

During October 2021 an online survey was conducted in Vietnam and received a total of 306 responses and after removing inappropriate data, the responses of 289 participants were used for analysis. The analysis results show that abusive supervision is positively related to workplace deviant behavior and negatively related to organizational commitment. On the other hand, organizational commitment has a negative relationship with workplace deviant behavior and it also mediates the relationship between abusive supervision and workplace deviant behavior. Besides, the moderating effect of self-enhancement was also identified in this study.

국문 초록 (Abstract)

본 연구는 비인격적 감독과 직장 내 일탈행동 사이의 연관성에 대해 살펴보았다. 구체적으로 사회교환 이론과 자기고양이론을 바탕으로 비인격적 감독과 조직몰입, 직장 내 일탈행동 간의 직접적인 관계를 검증하였고 조직몰입의 매개역할을 하며 자기고양의 조절역할도 하는 것으로 검증하였다.

2021년 10월에 베트남에서 한 온라인 설문조사를 실시하여 총 306명의 응답을 받았으며, 부적절한 데이터를 제거한 후 참가자 289명의 응답을 분석에 활용하였다. 분석 결과에 따르면 비인격적 감독은 직장 내 일탈 행동에 긍정적인 영향을 미치고 조직몰입도에는 부정적인 영향을 미치는 것으로 나타났다. 한편, 조직몰입은 직장 내 일탈 행동에 영향을 미치며, 비인격적 감독과 직장 내 일탈행동 사이의 관계를 매개역할도 검증하였다. 그리고 비인격적 감독과 조직몰입 사이의 관계를 자기고양의 조절효과도 확인하였다.

목차 (Table of Contents)

• Chapter 1. Introduction 1
• Chapter 2. Literature Review 4
• 2.1. Abusive supervision 4
• 2.2. Organizational commitment 7
• 2.3. Workplace deviant behavior 10
• 2.4. Self-enhancement 13
• Chapter 3. Development of Hypothesis 16
• 3.1. Abusive supervision and workplace deviant behavior 16
• 3.2. Abusive supervision and organizational commitment 17
• 3.3 Organizational commitment and workplace deviant behavior 18
• 3.4. The role of organizational commitment as a mediator variable 20
• 3.5. The role of self-enhancement as a moderator variable 21
• Chapter 4. Research Methodology 25
• 4.1. Sample and data collection 25
• 4.2. Method of data analysis 25
• 4.3. Measures of variables 26
• 4.3.1. Independent variable: Abusive Supervision 26
• 4.3.2 Mediating variable: Organizational commitment 26
• 4.3.3. Moderating variable: Self-enhancement 27
• 4.3.4. Dependent variable: Workplace deviant behavior 27
• 4.3.5. Control variables: 28
• Chapter 5 Empirical Results 29
• 5.1. Frequency analysis 29
• 5.2.Reliability analysis of variables 31
• 5.3. Factor analysis of variables 32
• 5.3.1. Exploratory factor analysis 32
• 5.3.2. Confirmatory factor analysis 36
• 5.4. Correlation analysis 37
• 5.5. Hypothesis testing and results 40
• 5.5.1 Examining organizational commitment and workplace deviant behavior as dependent variables 40
• 5.5.2 Examining the mediating role of organizational commitment 42
• 5.5.3 Examining the moderating role of self-enhancement 44
• Chapter 6 Conclusion 49
• 6.1 Summary and implications 49
• 6.1.1. Summary 49
• 6.1.2. Theoretical implications 49
• 6.1.3. Practical implications 52
• 6.2 Limitations and future research direction. 55
• References 57
• Appendix 68
• Abstract (in Korean) 74