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Article

The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis

1
Norwegian School of Hotel Management, University of Stavanger, 4036 Stavanger, Norway
2
Faculty of Tourism, Eastern Mediterranean University, TRNC, Via Mersin 10, Gazimagusa 99628, Turkey
3
Faculty of Social Sciences Tourism Management Department, Cyprus West University, Gazimagusa 99450, Turkey
4
Department of Nutrition, Dietetics & Hospitality Management, Auburn University, Auburn, AL 36849, USA
*
Author to whom correspondence should be addressed.
Academic Editor: Hyo Sun Jung
Sustainability 2021, 13(15), 8468; https://doi.org/10.3390/su13158468
Received: 5 June 2021 / Revised: 18 July 2021 / Accepted: 26 July 2021 / Published: 29 July 2021
(This article belongs to the Special Issue Strategic Challenges in Sustainable Human Resources Management)
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. View Full-Text
Keywords: abusive supervision; favoritism; psychological contract violation; identification; family firms abusive supervision; favoritism; psychological contract violation; identification; family firms
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MDPI and ACS Style

Arasli, H.; Cengiz, M.; Arici, H.E.; Arici, N.C.; Arasli, F. The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis. Sustainability 2021, 13, 8468. https://doi.org/10.3390/su13158468

AMA Style

Arasli H, Cengiz M, Arici HE, Arici NC, Arasli F. The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis. Sustainability. 2021; 13(15):8468. https://doi.org/10.3390/su13158468

Chicago/Turabian Style

Arasli, Huseyin, Mustafa Cengiz, Hasan E. Arici, Nagihan C. Arici, and Furkan Arasli. 2021. "The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis" Sustainability 13, no. 15: 8468. https://doi.org/10.3390/su13158468

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