Earticle

초록

영어

The abusive supervision of supervisors has been a problem for a long time in the organizational culture of Korean companies. Recently, researches on the causes of the deviations within the organization and of the decrease in the organization satisfaction are due to the abusive supervision of supervisors are ongoing and becoming an issue. There are few studies that have identified the antecedents that may influence the non-abusive supervisory behavior. Several previous studies have suggested that the abusive supervision should be relaxed because it has a negative impact on the performance of the organization, but there is currently a lack of research that examines which characteristics affect the abusive supervision of supervisors. The relationship between supervisors' abusive supervision and organizational commitment to be studied in this study has been found in several studies, but researches on authoritarian tendency or organizational fairness as antecedent variables that may affect the abusive supervision are relatively insufficient. Furthermore, organizational commitment is becoming increasingly important as a way to increase the productivity of employees who are in charge of major duties in the field. Nonetheless, there is a lack of research on the relationship between organizational commitment and the abusive supervision of supervisors, and the abusive supervision of supervisors and characteristics of supervisors. In this sense, this study presented authoritarian tendency and recognition of organizational fairness. First of all, this study argues that the authoritarian tendency has a negative effect on organizational commitment, and as societies that have a greater power distance, like Korea, place importance on organizational rank and hierarchy, even if supervisors' open remarks or unilateral and unfair behavior occurs publicly, they have an organizational atmosphere that implicitly tolerate those situations, so it can be said that the damage of abusive supervision not exposed is more serious. In other words, in the organizational culture in which supervisor's abusive supervision is considered as their inherent rights to exercise anytime or anywhere, they can treat their organizational members in a more impersonal manner. In this situation, if organizational members recognize organizational unfairness, they will have dissatisfaction and anger inside them, and as a result, they will make their ceaseless efforts to recover the organizational fairness, but if it turns out that restoring the fairness is difficult, they may engage in negative or dysfunctional behaviors against their assailants. Therefore, this study selected supervisors' authoritarian tendency and recognition of organizational fairness as antecedent variables that may affect the abusive supervision with the aim of examining the cause-and-effect relationship between them. In addition, this study will examine the degree of the effects of supervisors' abusive supervision on the organizational commitment as a mediator.

목차

Ⅰ. 서론
Ⅱ. 이론적 배경
Ⅲ. 연구 방법
Ⅳ. 연구 결과
Ⅴ. 결론 및 시사점
참고문헌
Abstract

키워드

저자

• 전빛나 [ Jeon Bit Na | 건국대학교 경영대학 경영학과 박사과정 ] 제1저자
• 김종인 [ Kim Jong In | 건국대학교 경영대학 경영학과 교수 ] 교신저자

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  생산성연구: 국제융합학술지 [Productivity Research: An International Interdisciplinary Journal]

• 간기

  격월간

• pISSN

  1225-3553

• 수록기간

  1987~2025

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 330