Suchergebnisse

Purpose
By investigating trust in the organization as a mediator and traditionality as a moderator, this study aims to examine the effect perceived organizational exploitation poses on frontline hotel employees' service performance.


Design/methodology/approach
A three-wave survey that targets 219 supervisor–subordinate dyads from four Chinese hotels was conducted to test the hypotheses. The authors used SPSS 20.0 and AMOS 21.0 to analyze the data and verify the theoretical model.


Findings
This study found that perceived organizational exploitation exerts a destructive impact on frontline hotel employees' service performance. Trust in the organization is a full mediator of the link connecting perceived organizational exploitation to service performance. Furthermore, traditionality weakens perceived organizational exploitation's impact on trust in the organization and subsequent service performance.


Practical implications
The authors' findings remind hotels to cease exploiting their employees to avoid compromising service performance. Hotels should also endeavor to instill trust among employees toward the hotel and allocate more attention to employees with lower levels of traditionality.


Originality/value
First, to the best of the authors' knowledge, this study is among the first to explore the impact of perceived organizational exploitation on frontline hotel employees' service performance. Second, this study reveals a novel mechanism underlying the connection between perceived organizational exploitation and service performance. Finally, this study identifies frontline hotel employees' traditionality as a vital moderator that mitigates the negative relationships among perceived organizational exploitation, trust in the organization and service performance.

PurposeThe current study seeks to examine the link between abusive supervision and subordinate family undermining by focusing on the mediating role of work‐to‐family conflict and the moderating role of boundary strength at home.Design/methodology/approachData were collected using a three‐wave survey research design. Participants included 209 employees from a manufacturing company in China. Hierarchical regression analyses and a bootstrapping algorithm were used to test the hypothesized relationships.FindingsThe results indicate that abusive supervision is positively related to family undermining, and this relationship is mediated by work‐to‐family conflict. Moreover, boundary strength at home attenuates the direct relationship of abusive supervision with work‐to‐family conflict and its indirect relationship with family undermining.Research limitations/implicationsThis research contributes to the integration of the work‐family interface model and the abusive supervision literature by providing evidence of a link between abusive supervision in the workplace and conflict in the home. This study also indicates that abusive supervision is a problem of both organizational and societal importance in China. However, data are correlational in nature, which limits the ability to draw causal inferences.Practical implicationsFindings provide evidence that abusive supervision is a source of work‐to‐family conflict and undermining behavior in the home. Training employees to create boundaries between work and family domains may minimize the negative spillover effects of work on the family.Originality/valueThis study provides a relatively comprehensive model regarding the relationships between abusive supervision and work‐family consequences, and a promising new direction for both the leadership and work‐family literatures.