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Analyzing the effect of Abusive Supervision on Organizational Identity with an emphasis on the mediating role of Psychological Contract Violation contracts & moderating Climate of Favoritism (Case study: Imam Khomeini Relief Committee (RA) South Khorasan Province)
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Peyman Akbari *   , Marzieh Dehghani Zadeh , Mohammad Reza Qosian Moghadam |
| Assistant Professor, Department of Public Management, Payame Noor University, Tehran, Iran |
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Abstract: (1386 Views) |
| The purpose of this research is to analyze the effect of abusive supervision on organizational identity, emphasizing the mediating role of Psychological Contract Violations and moderating a Climate of Favoritism. The current research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of this research includes 400 employees of Imam Khomeini (RA) Relief Committee of South Khorasan Province when 196 people were selected using Cochran's formula. Data collection tools, questionnaires by Arasli et al, (2021) including abusive supervision, organizational identity, Climate of Favoritism, and also a questionnaire by Robinson & Morrison, (1995) in Psychological Contract Violations, were used. The validity and reliability of the questionnaires indicated that the measurement tools have good validity (convergent and divergent) and reliability (factor loading, composite reliability coefficient, Cronbach's alpha coefficient). The results of hypothesis testing by SMART-PLS software and using t-test statistics and path coefficients (β) showed that Abusive supervision on Psychological Contract Violations has direct and indirect effects, positive significance, and medium; Also, the Psychological Contract Violations on the organizational identity has a direct effect, negative significant and moderate; Also, the mediating role of psychological contract violation and the moderating role of Climate of Favoritism was confirmed. Based on the results, the managers and decision-makers of the department, if they are unable to curb the abusive management behavior in the department, will increase the effects of this insult on the organizational identity, and if the employees feel occurred of psychological contract violation, more identity of employees will be weakened, and in the end, we will note that if managers can reduce the biased atmosphere at work, they can reduce the effects of abusive supervision on psychological contract violation and organizational identity to some extent. |
Article number: 9 |
| Keywords: Abuse- Abusive Supervision, Organizational Identity, Psychological Contract Violation, Climate of Favoritism. |
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Full-Text [PDF 1307 kb]
(475 Downloads)
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Type of Study: Research |
Subject:
managing education in other organizations
Received: 2022/08/16 | Accepted: 2022/11/19
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