Abusive supervision, knowledge sharing, and individual factors

Seckyoung Loretta Kim · Soojin Lee · Seokhwa Yun

61 citations0/0 files storedJournal of Managerial Psychology

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Job Satisfaction and Organizational Behavior Workplace Violence and Bullying Knowledge Management and Sharing

Abstract

Purpose – By applying conservation-of-resource (COR) theory, the purpose of this paper is to examine the effect of a leader’s destructive behaviors, i.e., abusive supervision, on employee knowledge sharing and the moderating effects of learning goal orientation and self-enhancement motives on the aforementioned relationship. Design/methodology/approach – The hypotheses were tested using regression analysis on data from 245 employees in South Korea. Findings – The results showed that abused employees who experience depleted resources are likely to reduce their level of knowledge sharing, in accordance with COR theory. Furthermore, this research demonstrated that the negative effects of abusive supervision may differ depending on individual factors. Specifically, when an individual employee has low internal motivation or available resources for knowledge sharing (low learning orientation and high self-enhancement motive), the detrimental consequence of abusive supervision on knowledge sharing is worsened. Practical implications – The research suggests that managers should be aware of the deleterious effects of abusive supervision on knowledge sharing and should invest more time and effort in preventing abusive supervision in the workplace. Originality/value – Although organizations might invest significant amounts of effort in knowledge sharing, abusive supervision could be a barrier that discourages employees’ knowledge sharing. Yet, the strength of aforementioned relationship is dependent on individual factors. In order to achieve organizational effectiveness through knowledge sharing, the critical role of leaders’ behavior and employees’ characteristics or motivation should not be overlooked.

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References

1989Conservation of resources: A new attempt at conceptualizing stress.1995The Knowledge-Creating Company 1998The Knowledge-Creating Company 1988A social-cognitive approach to motivation and personality.1986The Bases of Social Power 2000CONSEQUENCES OF ABUSIVE SUPERVISION.1980Translation and content analysis of oral and written materials 2009Knowledge sharing: A review and directions for future research

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2020Abusive supervision and knowledge sharing: moderating roles of Islamic work ethic and learning goal orientation 2022Exploring the Relationship between Abusive Management, Self-Efficacy and Organizational Performance in the Context of Human–Machine Interaction Technology and Artificial Intelligence with the Effect of Ergonomics 2017Abusive Leadership and Helping Behavior: Capability or Mood, which Matters?2022Review of Conservation of Resources Theory in Job Demands and Resources Model 2020The Trickle-Down Effect of Abusive Supervision: The Moderating Effects of Supervisors’ Task Performance and Employee Promotion Focus

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