Abusive supervision, high-performance work systems, and subordinate silence
ISSN: 0048-3486
Article publication date: 2 January 2020
Issue publication date: 10 October 2020
Abstract
Purpose
The purpose of this paper is to test a mediated moderation model of the joint influence of abusive supervision, high-performance work systems (HPWSs) and organizational commitment and intention to leave on employee silence.
Design/methodology/approach
Data were collected from 456 employees and 78 human resource managers in 78 Chinese organizations.
Findings
The results revealed that abusive supervision led to subordinate silence, and HPWSs intensified this effect. In addition, such moderating effect of HPWSs was accounted for by employees’ organizational commitment and intention to leave.
Research limitations/implications
To reduce the occurrence of employee silence, organizations should not only monitor and restrain abusive supervisory actions, but also be aware of subordinates’ work attitudes driven by organizational HPWSs.
Originality/value
This is the first study which demonstrates that HPWSs can foster employees’ organizational commitment and hinder their intention to leave and consequently strengthen the relation between abusive supervision and employee silence.
Keywords
Acknowledgements
This research is supported by The National Natural Science Foundation of China (71802046, 71602076, 71802106, 71702071, 71832007) and the MOE (Ministry of Education in China) Project of Humanities and Social Science (18YJC630201).
Citation
Xu, Q., Zhao, Y., Xi, M. and Li, F. (2020), "Abusive supervision, high-performance work systems, and subordinate silence", Personnel Review, Vol. 49 No. 8, pp. 1637-1653. https://doi.org/10.1108/PR-01-2019-0029
Publisher
:Emerald Publishing Limited
Copyright © 2020, Emerald Publishing Limited