Research On The Two-fold Consequences Of Abusive Supervision On Millennial Employees

Positive leadership is postulated to be a motivational factor for employees and the most efficacious opportunity for business success.The majority of previous research has focused on how good leadership and management practices have aided in developing employee performance and proactivity.However,a recent major trend in academic studies has concentrated on what mistakes leaders and managers make that endanger the organization’s performance and frustrate employees.One of the dark sides of leadership that scholars have focused on is abusive leadership and its negative impact on employee performance and innovation.Even though there has been a lot of research done on abusive supervision,it is still quite frequent in workplaces;thus,the need of the hour is to look at how this abusive supervision may be an effective means of developing the employees.While most prior research has concentrated on impulsive abusive supervision and its detrimental impact on employees and,ultimately,the business,this study focuses on the positive aspects of abusive supervision and how appropriate implementation may benefit companies.While it is crucial for organizations to keep their employees motivated and design policies in their favor,the entry of millennials has initiated an unusual commotion in the workplace.This generation of employees is very different from previous generations and is more concerned with personal development and establishing rapport.They are more prone to intrinsic motivational factors and have high emotional intelligence.As a result,performing research on how millennial workers would react to abusive supervisors and increase their performance and creativity would bring fresh insights to the business,as they represent the firm’s future and the key driving force.This dissertation model was designed to examine the two-fold nature of abusive supervision on millennials’ work performance and innovative work behavior.This dissertation divided the model into two splits;the dark side investigated how impulsive abusive supervision affects the work performance of millennial employees.This proposed a relationship between impulsive abusive supervision and job satisfaction,job satisfaction and millennial work performance,and the role of job satisfaction as a mediator in the relationship between impulsive abusive supervision and millennial work performance.Furthermore,the moderating role of emotional intelligence in the relationship between impulsive abusive supervision and job satisfaction and the moderated mediation role of emotional intelligence in the relationship between impulsive abusive supervision and millennial work performance through job satisfaction were investigated based on a review and analysis of the literature.The bright side investigated the strategic abusive supervision impact on the innovative work behavior of millennial employees.It proposed a relationship between strategic abusive supervision and millennial innovative work behavior,with eustress as a moderator.This dissertation relied on two theories: The dark side tackles the resource conservation theory,which focuses on the human urge to preserve present resources while seeking new ones when finishing any activity.The bright side focused on the theory of planned behavior to anticipate and explain behavior patterns.It asserts that intentions determine behaviors instantaneously.The pre-survey process introduces and interprets the initial questionnaire design,the project analysis and exploratory factor analysis of the questionnaire items,and finally,the questionnaire tools used in the formal survey process are formed.Using a survey-based lagged design,data was acquired using a purposive sample approach from 6 major cities in Pakistan,specifically from 653 service industry millennial employees.The hypotheses in both the studies were tested using SPSS and AMOS,which yielded the following results.(1)There exists a negative relationship between impulsive abusive supervision and millennial work performance(2)job satisfaction positively impacts millennial work performance.(3)impulsive abusive supervision negatively impacts the job satisfaction of millennial employees.(4)job satisfaction positively mediates the relationship between impulsive abusive supervision and millennial work performance.(5)It was revealed that when emotional intelligence(self-emotions assessment,others-emotions assessment,regulation of emotions,and evaluation of emotions)is used as a moderator in the context of impulsive abusive supervision and job satisfaction,the negative impact of impulsive abusive supervision on job satisfaction is whittled down.(6)The findings also indicated that all aspects of emotional intelligence(self-emotions assessment,others-emotions assessment,emotion regulation,and emotion evaluation)played a moderating role in reducing the negative impact of impulsive abusive supervision on millennial work performance through job satisfaction;the stronger the emotional intelligence,the lesser the impact of impulsive abusive supervision on millennial work performance.(7)Strategic abusive supervision positively impacts the millennials’ innovative work behavior.(8)Eustress positively moderates the relationship between strategic abusive supervision and millennial innovative work behavior.The study’ findings made an innovative contribution to researchers and policymakers in unlocking the hidden potential of millennials and further contributing to the design of relevant practical implications.First,this dissertation introduces the two-sided nature of abusive supervision,addressing the bright side(strategic abusive supervision)and dark side(Impulsive abusive supervision)aspects.It discussed how to improve impulsive abusive supervision and implement strategic abusive supervision properly.Second,this is the first study to investigate the impact of abusive supervision on the work performance and innovative work behavior of millennial employees working in Pakistan’s service sector.The study’s findings added to our understanding of the effects of abusive supervision on millennial work performance.Third,in previous studies,job satisfaction was typically studied as a result of abusive supervision.On the other hand,this dissertation introduced it as a mediator and discovered it is critical in mitigating the negative impact of impulsive abusive supervision on work performance.Fourthly,unlike many previous researchers who studied emotional intelligence as a unidimensional variable,this study included the four dimensions of emotional intelligence(self-emotions assessment,others-emotions assessment,regulation of emotions,and evaluation of emotions)and contributed to the emerging literature on emotional intelligence.It also shows that millennials with higher emotional intelligence are less likely to be influenced by abusive impulsive supervision.Finally,the dissertation’s findings suggested that positive stress(eustress)could be a source of motivation for millennials.As a result,in the presence of eustress,the impact of strategic abusive supervision on innovative work behavior is amplified.The research’s practical implications are as follows: First,millennial employees are the workplace’s new lifeblood and the future’s driving force.In order to closely monitor millennial employees and optimize their true significance on the job,organizations must first gain a thorough understanding of the millennials and the level of abusive supervision they encounter.Secondly,enhancing the job satisfaction of millennial employees is not an easy task as they have higher expectations for well-being factors such as the ethical environment.Therefore,the job satisfaction of millennial employees should be a priority for organizations.When millennial employees’ job satisfaction meets their expectations,they will express their enthusiasm for their jobs.Thirdly,when employees are subjected to abusive supervision,stress is hard to manage;however,the strategic implications of abusive supervision can generate eustress among millennial employees,stimulating them to be proactive at work.Finally,organizations must promote millennial employee emotional intelligence mentoring to make decisions based on their emotional processing ability when confronted with negative events at work and preclude negative emotions from affecting their work behaviors.After the study conclusions,the limitations are discussed,and the prospects for future research are presented.