Browse > Article
http://dx.doi.org/10.14400/JDC.2022.20.5.107

The Effect of Leader' Abusive Supervision on Employees' Knowledge Hiding and Job Engagement in Chinese SMEs: Testing the Mediating Effect of Trust in Leader  

Du, Jiaxing (Dept. of Business Administration, Honam University)
Jang, Junho (Dept. of Business Administration, Honam University)
Publication Information
Journal of Digital Convergence / v.20, no.5, 2022 , pp. 107-117 More about this Journal
Abstract
Due to the continuous spread of COVID-19 and the overall decline of the global economy, the business environment of Chinese SMEs is poor, the level of abusive supervision among managers of Chinese SMEs has generally risen state. First of all, the management' abusive supervision has a negative impact on the members' trust in leader. Secondly, the members' trust in leader has a negative impact on the members' knowledge hiding. However, the members' trust in leader has a positive impact on job engagement. Accordingly, this study puts forward some revelations on how to reduce the management' abusive supervision in Chinese small and medium-sized enterprises and the members' knowledge hiding, as well as how to improve the members' knowledge hiding and job engagement.
Keywords
Abusive Supervision; Trust in Leader; Knowledge Hiding; Job Engagement; Chinese SMEs;
Citations & Related Records
Times Cited By KSCI : 3  (Citation Analysis)
연도 인용수 순위
1 L. Wan, T. Jiang & H. C. Xing. (2019). The Effect of Abusive Supervision on Employee Knowledge Hiding Behavior. Shanghai Management Science, 41(2), 67-74.
2 L. Li & X. S. Zheng. (2020). The Influence of Subordinates' Moqi with Supervisors on Employees' Work Engagement: The Role of Trust-in-Supervisor and Error Aversion Culture Perception. Human Resources Development of China, 37(9), 57-68. DOI: 10.16471
3 P. Wang, F. W. Zhu, H. Y. Song & X. N. Bao. (2019). Interpersonal trust and knowledge hiding behavior: the joint moderating effects of the personal reputation concern and perceived uncertainty. Management Review, 31(1), 155-170.
4 J. M. Zhou, Y. F. Liu & M. Chen. (2016). The Effect of Knowledge Hiding Behavior on Knowledge Stocks and New Product Development Performance of Research Team. Science and Technology Management Research, 2016(4), 162-168. DOI: 10.3969
5 W. N. Yu, Y. Fan, J. Zhang & Y. Men. (2015). The relationship between abusive supervision and job performance: The effect of supervisor-subordinate guanxi, traditionality, and employees' forgiveness to supervisor. Nankai Business Review, 18(6), 16-25.
6 X. H. Xiao, W. X. Liu, X. D. Wang & Z. H. Ding. (2018). Influence of abusive supervision on employee's knowledge sharing. Science Research Management, 39(2), 117-124. DOI: 10.19571
7 Y. J. Feng & Z. C. Xing. (2021). Curve Effect of Abusive Supervision on Safety Performance: Moderating Role of Trust in Leadership. China Safety Science Journal, 31(11), 1-8. DOI: 10.16265
8 X. R. Zhang, Z. S. Wang, K. Shi & H. Zhao. (2017). The Mediating Effect of Trust in Leader and the Moderating Effect of Frequency of Leader-Follower Interaction on the Relationship between Implicit Leadership Prototype and Leadership Effectiveness. Management Review, 29(5), 75-86.
9 F. Teng. (2020). Employment Discrimination of Managers: The Impact of Abusive Management Differentiation. Research on Financial and Economic Issues, 440(7), 121-129. DOI: 10.19654
10 S. H. Hou & H. Y. Song. (2020). The Double-Edged Effect of Abusive Supervision on Work Engagement: The Role of Uncertainty Tolerance and Cognitive Appraisal. Business and management journal, 42(9), 64-80. DOI: 10.19616
11 J. M. Hoobler & D. J. Brass. (2006). Abusive supervision and family undermining as displaced aggression. Journal of Applied psychology, 91(5), 1125-1133. DOI: 10.1037   DOI
12 X. Sun, M. Yan & X. P. Chu. (2014). Abusive Supervision and Deviance Behavior: The Mediating Role of Emotion. Journal of Management Science, 27(5), 69-79. DOI: 10.3969
13 M. A. Raza, N. Ul-Hadi, M. Khan & B. G. Mujtaba. (2020). Empirical evidence of organizational justice and incivility in the tourism industry: Assessing the moderating role of Islamic work ethics and trust in leader. Journal of Transnational Management, 25(4), 274-299. DOI: 10.1080   DOI
14 X. Q. Ding & L. Lin. (2007). Relationship between Leader's Trust in Subordinates and Subordinates' Organizational Citizenship Behavior. Chinese Journal of Applied Psychology, 13(4), 379-384. DOI: 10.3969
15 R. S. Ye, C. H. Ni & L. F. Liao. (2016). Trust in Leadership, Psychological Safety and Turnover Intention in Context of Work Groups: A View from Group Interaction. Business and management journal, 38(5), 87-97. DOI: 10.19616
16 Chang-Hyun. Im. (2012). A Study on the influence of abusive supervision of supervisors on organizational effectiveness: Including an analysis of trust in supervisors and subordinates' resilience. Dept. of Human Resource Development Policy, Graduate School of Chung-Ang University, Seoul.
17 Y. J. Zhang. (2017). Ethical Leadership and Counterproductive Work Behavior: Mechanism of Trust in Leadership, Leadership Identification and Traditionality. Management Review, 29(12), 106-115.
18 Y. Xu & C. P. Li. (2018). How Servant Leadership Influence Employees' Voice? The Role of Trust in Leadership and Negative Attribution. Human Resources Development of China, 35(12), 6-17. DOI: 10.16471
19 K. G. Lee & Y. H. Cho. (2010). The role of trust in supervisor as mediator between abusive supervision and organizational citizenship behaviors. Journal of Human Resource Management Research, 17, 173-191.
20 B. J. Tepper. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of management, 33(3), 261-289. DOI: 10.1177   DOI
21 W. B. Schaufeli, A. B. Bakker & M. Salanova. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and psychological measurement, 66(4), 701-716. DOI: 10.1177   DOI
22 Yoon-Jung, Shin. Hye-young, Lee. Ju-eun, Jin. Seung-Hyun, Hong & Min-Cheol, Gang. (2019). The influence of negative leadership on job engagement: Moderated mediating effect of experience avoidance and intrinsic job motivation. Korean Journal of Hospitality & Tourism, 28(8), 211-229. DOI: 10.24992
23 X. Jin & S. Hahm. (2021). Using Online Information Support to Decrease Stress, Anxiety, and Depression. KSII Transactions on Internet and Information Systems (TIIS), 15(8), 2944-2958. DOI: 10.3837
24 J. Z. Wang, Q. Li, J. Q. Song & J. H. Liu. (2020). The Influence of Abusive Supervision on Employees' Turnove Intention: The moderating Effects Test of Optimistic Explanatory Style Based on Positive Organizational Behavior. Chinese Journal of Management, 17(5), 688-696. DOI: 10.3969
25 C. J. Yang, D. P. Tang & J. Mei. (2021). The Study Abusive Supervision and Employee Active Innovation Behavior: Based on Motivation and Ability Belief. Science & Technology Progress and Policy, 38(3), 143-150. DOI: 10.6049
26 C. L. Ma & Y. M. Shen. (2020). Abusive Supervision and Work Engagement: The Moderating Role of Hostile Attribution Bias. Psychology: Techniques and Applications, 8(8), 458-466. DOI: 10.16842
27 L. N. Lin, J. G. Shi & D. Z. Tang. (2015). Knowledge sharing incentive of project teams based on the perspective of knowledge withholding. Science Research Management, 36(5), 162-170. DOI: 10.19571
28 T. R. Gao & A. Z. He. (2019). The influence mechanism between workplace ostracism and knowledge hiding: A moderated chain mediation model. Nankai Business Review, 22(3), 15-27. DOI: 10.3969
29 H. Erkutlu & J. Chafra. (2021). Leader moral disengagement and follower knowledge hiding. A moderated mediation model of follower Machiavellianism and trust in the leader. Journal of Economic and Administrative Sciences. DOI: 10.1108
30 Yong. Heo, Jun. Cho, Dong-Yeol. Yoon. (2020). The Effects of Authentic Leadership on Voice Behavior: The Mediating Effect of Trust in Leaders and Moderating Effect of Followership. Korean Corporation Management Review, 27(6), 73-97. DOI: 10.21052
31 P. X. He, X. L. Wang & Z. Li. (2018). Effect of Abusive Supervision on Subordinates' Knowledge Hiding Behavior: The Roles of Moral Disengagement and Supervisor-subordinate Guanxi. East China Economic Management, 32(8), 144-151. DOI: 10.19629
32 Z. Wang, L. N. Chen & X. P. Li. (2015). Transformational leadership and work engagement: an affect perspective. Management Review, 27(9), 120-129.
33 R. Li & W. Q. Ling. (2007). A Review of the Research on Work/Job Engagement. Advances in Psychological Science, 15(2), 366-372.   DOI
34 A. M. Li, T. Hua & W. Gao. (2013). The characteristics-process-consequences theoretical frame of abusive supervision. Advances in Psychological Science, 21(11), 1901-1912. DOI: 10.3724   DOI
35 Z. Z. Guo, B. G. Xie & Y. Y. Cheng. (2016). How to Foster Knowledge Workers' Work Engagement? From the Dual Perspectives of COR and SET. Business and management journal, 38(2), 81-90. DOI: 10.19616
36 J. J. Wei & Soo-Jin. Chung. (2019). Effect of Knowledge Hiding on Job Performance: Focused on Mediating Effect of Interpersonal Trust and Moderating Effect of Environmental Uncertainty. Korean Business Education Review, 34(6), 601-625. DOI: 10.23839
37 Nadeem, M. A., Liu, Z., Ghani, U., Younis, A., & Xu, Y. (2020). Impact of shared goals on knowledge hiding behavior: the moderating role of trust. Management Decision, 59(6), 1312-1332. DOI: 10.1108
38 W. A. Kahn. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724. DOI: 10.5465   DOI
39 Q. X. Weng, H. Yang & X. X. Cao. (2017). Relationship of researcher's career growth and work engagement with job performance. Science Research Management, 38(6), 144-151. DOI: 10.19571
40 H. Y. Tang, L. R. Long & R. Y. Zhou. (2015). Humble leadership behavior and subordinates' work engagement: A mediated moderation model. Journal of Management Science, 28(3), 77-89. DOI: 10.3969
41 Y. Z. Li. (2019). The Impact of Authentic Leadership on Employees' Innovative Behavior: The Mediating Role of Work Engagement. Studies of Psychology and Behavior, 17(6), 854-860.
42 Khan, A. K., Quratulain, S., & Crawshaw, J. R. (2017). Double jeopardy: Subordinates' worldviews and poor performance as predictors of abusive supervision. Journal of Business and Psychology, 32(2), 165-178.   DOI
43 H. Q. Wang & J. S. Peng. (2015). Effects of Abusive Supervision on Subordinates' Attitude: The Moderating Role of Generation Difference. Journal of Business Economics, 1(279), 19-26. DOI: 10.14134
44 S. J. Wu, Z. Z. Sun & X. M. Liu. (2018). Research on the Influence of Social Network on Employees' Knowledge Hiding and Individual Creativity. Soft Science, 32(12), 89-92. DOI: 10.13956
45 J. M. Sun, X. X. Lu & J. Q. Sun. (2015). The curvilinear relationship between perceived organizational support, work engagement and its boundary conditions. Journal of Management Science, 28(2), 93-102. DOI: 10.3969
46 L. Y. Zhang. (2020). The Effect of Perceiving Trusted by Superior Emplyee'S Job Involvement: The Mediating Effect of Work Stress. Journal of Fujian Business University, 2020(2), 57-63. DOI: 10.19473
47 Hye-gang. Moon. (2014). Examining the effects of authentic leadership on followers' work attitudes and behaviors: Based on the mediating effects of followers' trust in their direct leaders. Doctoral Dissertation.
48 S. Pradhan, A. Srivastava & D. K. Mishra. (2019). Abusive supervision and knowledge hiding: the mediating role of psychological contract violation and supervisor directed aggression. Journal of Knowledge Management, 24(2), 216-234. DOI: 10.1108
49 Z. Zhao & H. Lu. (2021). The Impact of Destructive Leadership on Employee Job Engagement: A Moderated Mediation Model. Technology and Innovation Management, 42(1), 110-126. DOI: 10.14090
50 Jin-Hyo. Jang. (2019). A Study on the Effects of Abusive Supervision of Supervisors on Job Burnout: Focusing on the Mediating Effect of Psychological Separation and Moderating Effect of Self-esteem. Dept. of Business Administration Graduate School, Honam University Gwangju, Korea.
51 M. Xi, Q. Xu, W. G. Zhong & S. M. Zhao. (2015). Abusive Supervision and Subordinate Silence: A Moderating Model of Multilevel Characteristics. Nankai Business Review, 18(3), 132-140. DOI: 10.3969
52 B. Zhao & P. P. Han. (2016). The Effect of Person-Job Fit and Abusive Supervision on Employees' Innovation Behavior: Mediated by Basic Psychological Needs. Soft Science, 30(4), 74-79. DOI: 10.13956
53 D. Li & Z. K. Chen. (2020). The Impact of Superiors' Incivility on Contextual Performance. Journal of Min nan Normal University, 34(3), 7-14. DOI: 10.16007
54 Podsakoff, P. M., Mac Kenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. The leadership quarterly, 1(2), 107-142. DOI: 10.1016   DOI
55 In-Sung. Yoon & Ju-Wan, Song. (2014). The Effect of the Trust in Superior, Group Cohesiveness and Organizational Commitment of Family Restaurants. The Tourism Sciences Society of Korea, 75(1), 363-382.