Culinary science and hospitality research (한국조리학회지)

Culinary Society of Korean Academy (한국조리학회)
권호 표지
DOI QR코드

DOI QR Code

The Influence of Foodservice Industry Culinary Staff's Workplace Harassment in Organizational Silence, Counterproductive Work Behavior and Turnover Intent: Focus on Moderating Effects on Gender and Staff's Job Status

외식산업 조리종사원의 직장 내 괴롭힘이 조직침묵, 반생산적 행동 및 이직의도에 미치는 영향: 성별과 고용형태의 조절효과 검증

  • 김영중 (동국대학교 경주캠퍼스 호텔관광경영학부)
  • Received : 2017.01.31
  • Accepted : 2017.03.02
  • Published : 2017.04.30
Download PDF
⟨ Previous Next ⟩

Abstract

The purpose of this study is to examine the influence of workplace harassment in foodservice industry culinary staff's on organizational silence, counterproductive work behavior and turnover intent. Based on total 234 samples obtained from empirical research, this study tested the reliability and fitness of the research model and verified a total of 5 hypotheses using the AMOS program. Using a structural equation model (SEM), hypothesized relationships in the model were tested simultaneously. The proposed model provided an adequate fit the data, $x^2=75.936$ (p<.001), df=41, CMIN/DF=1.852, GFI=.946, AGFI=.913, NFI=.914, TLI=.944, CFI=.958, RMSEA=.060. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The SEM showed that the relational workplace harassment (${\beta}=.957$) had a positive significant influence on organizational silence, organizational silence (${\beta}=.934$) had a positive significant influence on counterproductive work behavior. Also, counterproductive work behavior (${\beta}=.815$) had a positive significant influence on turnover intention. The moderating effects on gender and job status did not show significant effect. Limitations and future research directions are also discussed.

Keywords

References

  1. Abe, K., & Henly, S. (2010). Bullying(ljime) among Japanese hospital nurses: Modeling responses to the revised negative acts questionnaire. Nursing Research, 59(2), 110-118. https://doi.org/10.1097/NNR.0b013e3181d1a709
  2. Adams, A. (1992). Holding out against workplace harassment and bullying. Personnel Management, 24(10), 48-50.
  3. Anderson, J. C., & Gerving, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423. https://doi.org/10.1037/0033-2909.103.3.411
  4. Appelbaum, S. H., & Roy-Girard, D. (2007). Toxins in the workplace: Effect on organizations and employees. Corporate Governance, 7(1), 17-28. https://doi.org/10.1108/14720700710727087
  5. Aquino, K., Tripp, T. M., & Bies, R. (2001). How employees respond to personal offense: The effects of blame attribution, victim status, and offender status on revenge and reconciliation in the workplace. Journal of Applied Psychology, 86(1), 52-59. https://doi.org/10.1037/0021-9010.86.1.52
  6. Baillien, E., De, & Witte, H. (2009). Why is organizational change related to workplace bullying? Roll conflict and job insecurity as mediators. Economic and Industrial Democracy, 30(3), 348-371. https://doi.org/10.1177/0143831X09336557
  7. Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349-360. https://doi.org/10.1037/0021-9010.85.3.349
  8. Bies, R. J., Tripp, T. M., & Ramer, K. (1997). Beyond distrust: Getting even and he need for revenge. RM, Kramer and TR, Tyler ed. Trust in Organization.
  9. Bowling, N., & Gruys, M. L. (2010). Overlooked issues in the conceptualization and measurement of counterproductive work behavior. Human resource Management Review, 20(1), 54-61. https://doi.org/10.1016/j.hrmr.2009.03.008
  10. Choi, S. E., Lee, S. S., & Kim, S. D. (2013) Relationship of workplace bullying to self-esteem and turnover intention among clinical nurses at small and medium sized hospitals. Korean Journal of Occupational Health Nursing, 22(4), 267-274. https://doi.org/10.5807/kjohn.2013.22.4.267
  11. Chung, H. S., Ha, H, K., & Park, D. G. (2010). The influence of organizational silence on turnover intention: Mediated moderating effect of self-efficacy through organizational cynicism. The Korean Journal of Industrial and Organizational Psychology, 23(1), 89-104. https://doi.org/10.24230/ksiop.23.1.201003.89
  12. Clemmer. J. (2008). Moose on the table: Approach to communications at work. Ecw Press.
  13. Collins, J. M., Griffin, R. W. (1998). The psychology of counterproductive job performance. Elsevier Science, 23, 219- 242.
  14. Colquitt, J. A., Greenberg, J. (2003). Organizational justice: A fair assessment of the state of the literature. In R. Cropanzano( ed.), Justice in the workplace: Approaching fairness in human resource management. Hillsdale, NJ: Erbaum.
  15. Dalal, R. S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90(6), 1241- 1255. https://doi.org/10.1037/0021-9010.90.6.1241
  16. Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. (2010). Bullying and harassment in the workplace: developments in theory research and practice. In S, Einarsen, H., Hoel, D., Zapf & CL, Cooper(eds.). Bullying and harassment in the workplace: development in theory research and practice(2nd ed.). Boca Raton, FL: CRD Press.
  17. Einarsen, S., Raknes, B. I., & Matthiesen, S. (1994). Bullying and harassment at work and their relationship to work environment quality-an exploratory study. The European Work and Organizational Psychologist, 4(4), 381-401. https://doi.org/10.1080/13594329408410497
  18. Farrell, D. (1983). Exit, voice, loyalty and neglect as responses to job dissatisfaction: A multidimensional scaling study. Academy of Management Journal, 56, 576-607.
  19. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. J Marketing Res, 18(1), 39-50. https://doi.org/10.2307/3151312
  20. Fox, S., & Spector, P. E. (1999). A model of work frustrationaggression. Journal of Organizational Behavior, 20(6), 915- 931. https://doi.org/10.1002/(SICI)1099-1379(199911)20:6<915::AID-JOB918>3.0.CO;2-6
  21. Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior(CWB) in response to job stressor and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59(3), 291-309. https://doi.org/10.1006/jvbe.2001.1803
  22. Gruys, M. L., & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection and Assessment, 11(1), 30-42. https://doi.org/10.1111/1468-2389.00224
  23. Han, M. R., Ah, G. J., & Yoo, I. Y. (2014). Influence of workplace bullying and leader-member exchange on turnover intention among nurses. Journal of Korean Academy of Nursing Administration, 20(4), 383-393. https://doi.org/10.11111/jkana.2014.20.4.383
  24. Hong, Y. O., Kang, J. W., & Lee, H. R. (2014). The effects of supervisor's abusive supervision on psychological contract violation and organizational silence in hotel industry. The Tourism Sciences Society of Korea, 38(6), 189-207.
  25. Johnson, S. L. (2009). International perspective on workplace bullying among nurses: A review. International Nursing Review, 56(1), 34-40. https://doi.org/10.1111/j.1466-7657.2008.00679.x
  26. Joinson, C. (1996). Recreating the indifferent employee. HRM Magazine.
  27. Judge, T. A., Scott, B. A., & Ilies, R. (2006). Hostility, job attitudes, and workplace deviance: Test of a multi-level model. Journal of Applied Psychology, 91(1), 126-138. https://doi.org/10.1037/0021-9010.91.1.126
  28. Jung, H. S., & Yoon, H. H. (2012). The effects of culinary employees' stress coping style on counterproductive work behaviors and turnover intention in a deluxe hotel. The Korean Journal of Culinary Research, 18(3), 32-45.
  29. Khoe, K. I., Rowe, S. J., & Lim, H. C. (2007). A study on international marketing strategies for Korean traditional food. International Commerce and Information Review, 9 (2), 375-397.
  30. Kim, S. H., Kwon, M. I., & Yang, H. K. (2008). The effect of immediate supervisors' bullying on staffs' job performance, job satisfaction and turnover intention in tourism corporation. The Tourism Sciences Society of Korea, 32(2), 233-254.
  31. Kim, S. Y., & Yun, S. N. (2012). Conditions of workplace violence experience among workers in the distribution industry. Journal of Korean Academy of Community Health Nursing, 23(2), 212-221. https://doi.org/10.12799/jkachn.2012.23.2.212
  32. Laschinger, H. S., Nosko, A., & Wong, C. (2013). Nurses' exposure to workplace bullying and ptsd symptomology: The protective role of intrapersonal resources. European Psychiatry, 28(1), 1. https://doi.org/10.1016/j.eurpsy.2011.07.002
  33. Leymann, H. (1990). Mobbing and psychological terror at work places. Violence and Victims, 5(2), 119-126.
  34. Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5(2), 165-184. https://doi.org/10.1080/13594329608414853
  35. Lutgen-Sandvik, P., Tracy, S. J., & Alberts, J. K. (2007). Burned by bullying in the American workplace: Prevalence perception degree and impact. Journal of Management Studies, 44(6), 837-862. https://doi.org/10.1111/j.1467-6486.2007.00715.x
  36. Marcus, B., & Schuler, H. (2004). Antecedents of counterproductive behavior at work: A general perspective. Journal of Applied Psychology, 89(4), 647-660. https://doi.org/10.1037/0021-9010.89.4.647
  37. Mathieu, J. E., & Zajac, D. (1990). A review and meta analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(1), 171-194. https://doi.org/10.1037/0033-2909.108.2.171
  38. MeCabe, V. (2001). Career paths and lobar mobility in the conventions and exhibitions industry in eastern australia: results fro a preliminary study. International Journal of Tourism Research, 3(6), 493-499. https://doi.org/10.1002/jtr.338
  39. Meyer, J. P., & Allen, N. J. (1984). Testing the 'side-bet theory' of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(3), 372-378. https://doi.org/10.1037/0021-9010.69.3.372
  40. Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706- 725.
  41. Murray-Gibbons, R., & Gibbons, C. (2007). Occupational stress in the chef profession. International Journal of Contemporary Hospitality Management, 19(1), 32-42. https://doi.org/10.1108/09596110710724143
  42. Na, T. K., & Jeon, I. H (2010). The effects of workplace bullying on job satisfaction and turnover intention of kitchen employee in family restaurant. The Korean Journal of Culinary Research, 16(5), 37-49.
  43. Pearson, C. M., Andersson, L. M., & Porath, C. L. (2005). Workplace incivility. Fox, S., & Spector, P. E. (2005). Counterproductive work behavior: investigations of actors and targets. Washington, DC, American Psychological Association.
  44. Quine, L. Y. N. (2001). Workplace bullying in nurse. Journal of Health Psychology, 6(1), 73-84. https://doi.org/10.1177/135910530100600106
  45. Randall, P. (1992). Abuse or work drains people money and medical workplace not immune. Journal of the American Medical Association, 267(11), 1439-1440. https://doi.org/10.1001/jama.1992.03480110015003
  46. Randall, P. (1997). Adult bullying: Perpetrators and victims. New York: Routeledge.
  47. Rayner, C., & Hoel, H. (1997). A summary review of literature relating to workplace bullying. Journal of Community and Applied Social Psychology, 7(3), 181-191. https://doi.org/10.1002/(SICI)1099-1298(199706)7:3<181::AID-CASP416>3.0.CO;2-Y
  48. Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572. https://doi.org/10.2307/256693
  49. Somunoglu, S., Gedik, A., Kurt, D. E., Eygi, G., Gebedex, S., Llhan, Y., & Sag, Z. (2013). Mobbing in health sector: Sample of university hospital. Journal of Health Management, 15(2), 169-175. https://doi.org/10.1177/0972063413489003
  50. Tambur, M., & Vadi, M. (2011). Bullying at work: Do industries differ in the estonian case? Discussions on Estonian Economic Policy, 19(2), 190-205
  51. Uhi-Bien, M., & Maslyn, J. (2003). Reciprocity in managersubordinat relationship: Components configurations and outcomes. Journal of Management, 29(4), 511-532. https://doi.org/10.1016/S0149-2063(03)00023-0
  52. Van Dyen, L., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice ad multidimensional constructs. Journal of Management Studies, 40(6), 1359-1392. https://doi.org/10.1111/1467-6486.00384
  53. Vartia, M. (1996). The sources of bullying-psychological work environment and organizational climate. The European Journal of Work and Organizational Psychology, 5(2), 203- 214. https://doi.org/10.1080/13594329608414855
  54. Vokola, M., & Bouradas, D. (2005). Antecedents and consequences of organisational silence: An empirical investigation. Employee Relations, 27(5),441-458. https://doi.org/10.1108/01425450510611997
  55. Williams, L., Hazer, J. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A re-analysis using latent variable structural equation models. Journal of Applied Psychology, 71(2), 219-231. https://doi.org/10.1037/0021-9010.71.2.219
  56. Zapf, D. (1999). Organizational work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20(1/2):70-85. https://doi.org/10.1108/01437729910268669
  57. Zleigs, M. A. (1961). The psychology of silence. Journal of American Psychoanalytic Association, 9, 7-43. https://doi.org/10.1177/000306516100900102