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Learning goal orientation and abusive supervision

Author

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  • Hsiao-Yen Mao

    (Chinese Culture University)

Abstract

Employee learning for competence development is more salient for today’s organizations facing frequent changes from inside and outside, and accordingly, employees’ learning goal orientation (LGO) is noteworthy. This study examines how and why employees’ LGO relates to leadership effectiveness, i.e., employees’ perception of abusive supervision. Competing hypotheses and the mediating mechanisms of a work attitude from LGO, i.e., work enjoyment, and a work behavior from LGO, i.e., compliance behavior, were proposed. In a three-wave panel survey, 304 employees in a variety of occupations completed questionnaires. Results indicate LGO had a negative relationship with abusive supervision and employees with higher LGO had more enjoyment of work, and in turn, less perception of abusive supervision. The positive LGO-abusive supervision relationship was not empirically supported. While employees with higher LGO had less compliance behavior, this reduced compliance did not lead to increased abusive supervision. Hence, the suggestion is that supervisors should let subordinates feel that by performing required tasks, subordinates are learning by doing to facilitate leadership effectiveness. This study uses intrinsic motivation perspective to address an underlying process by which LGO manifests itself in an interpersonal and managerial outcome, abusive supervision. The findings suggest intrinsically motivated actions may mitigate negative perception of supervisors’ interactions. Employees’ intrinsic motivation at work may be a stance to understand their workplace interactions. Goal orientation is an important factor in leadership. Literature shows leaders’ LGO facilitates leadership effectiveness. Corresponding to emerging importance of followers in leadership effectiveness, this study found subordinates’ LGO facilitated their perception of leadership effectiveness in terms of reduced perception of supervisory behavior as abuse. In addition, this study enriches abusive supervision literature by corresponding to a call for examining the characteristics of subordinate and the work in concert to complement the limited work on understanding abusive supervision. Suggestions for future study are provided.

Suggested Citation

  • Hsiao-Yen Mao, 2023. "Learning goal orientation and abusive supervision," E&M Economics and Management, Technical University of Liberec, Faculty of Economics, vol. 26(3), pages 33-50, September.
    • Handle: RePEc:bbl:journl:v:26:y:2023:i:3:p:33-50
    DOI: 10.15240/tul/001/2023-3-003
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    References listed on IDEAS

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    1. Saerom Lee & Lisa E Bolton & Karen Page Winterich & Vicki MorwitzEditor & Lauren BlockAssociate Editor, 2017. "To Profit or Not to Profit? The Role of Greed Perceptions in Consumer Support for Social Ventures," Journal of Consumer Research, Journal of Consumer Research Inc., vol. 44(4), pages 853-876.
    2. Christine Henle & Michael Gross, 2014. "What Have I Done to Deserve This? Effects of Employee Personality and Emotion on Abusive Supervision," Journal of Business Ethics, Springer, vol. 122(3), pages 461-474, July.
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    More about this item

    Keywords

    Learning goal orientation; abusive supervision; enjoyment of work; compliance behavior;
    All these keywords.

    JEL classification:

    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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