The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis
TL;DR: The authors investigated the effect of abusive supervision on employee organizational identification by analyzing the mediating effect of psychological contract violation and explored the moderating role of favoritism in the direct association between abusive supervision and organizational identification.
Abstract: This study investigated the effect of abusive supervision on employee organizational identification by analyzing the mediating effect of psychological contract violation. In addition, it explored the moderating role of favoritism in the direct association of abusive supervision and organizational identification and the indirect effect through psychological contract violation. A total of 488 seasonal, immigrant, and part-time employees from family-run hotel organizations were surveyed during the data collection process. By utilizing Hayes’s macro, we found that abusive supervision and psychological contract violation had a significant negative effect on organizational identification. In addition, the results showed that psychological contract violation mediated the effect of abusive supervision on organizational identification and favoritism moderated the effect of abusive supervision on psychological contract violation. The findings highlight the detrimental effects of favoritism and abusive supervision on employee outcomes in the hospitality industry.
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