상사의 비인격적 행동과 직무열의 간 관계에서 개인특성 및조직특성의 조절효과

This study investigated the positive and negative effects that abusive supervision, which has recently become a societal issue, have on the job engagement of employees in organizations by classifying it into task- and interpersonal-related abusive supervision. An empirical analysis was also conducted to determine whether individual characteristics, such as resilience and the meaning of work, and organizational characteristics, such as empowerment and performance-based compensation, had moderating effects in the relationship between abusive supervision and job engagement. To test the hypotheses, a survey was carried out among those employed in a variety of support staff positions, who were expected to interact directly with their supervisors, and 445 copies of the questionnaire were used in the actual analysis. The analysis results showed that task-related abusive supervision positively affected employees’ job engagement, while interpersonal-related abusive supervision had a negative effect on it. The study of the moderating effects of individual and organizational characteristics revealed that higher levels of employees’ perceived meaning of work and performance-based compensation as given by their organization were linked to more positive effects that task-related abusive supervision had on job engagement. Furthermore, higher levels of employees’ perceived empowerment provided by their organization were linked to a decrease in the negative effects of interpersonal-related abusive supervision on job engagement. The results of this study imply that, for an organization to gain an advantage amid the competition intensified by the recession, it is crucial to promote job engagement by motivating employees, and that steps should be taken to prevent leaders’ abusive supervision.