Linking Abusive Supervision to Employees’ OCBs and Turnover Intentions: The role of a Psychological Contract Breach and Perceived Organisational Support

  • Ezaz Ahmed Central Queensland University
  • Michael Muchiri RMIT University, Melbourne, Australia

Abstract

This conceptual paper proposes pathways through which abusive supervisor behaviour influences employee outcomes. Specifically, we propose that abusive supervision will directly influence employee citizenship behaviours and turnover intentions. Further, abusive behaviours will indirectly influence employee outcomes through employees’ perceptions of organisational support and psychological contract breach. Based on the literature review, the paper proposes a conceptual framework that is useful in explaining the interplay between abusive supervision, psychological contract breach, perceived organisational support, citizenship behaviours and turnover intentions. Finally, the paper outlines steps to advance organisational theory with regard to the effects of abusive supervision on employee outcomes. Keywords: Abusive supervision, Leadership, Psychological Contract Breach, Perceived Organisational Support, Citizenship Behaviours, Turnover Intentions To cite this document: Ezaz Ahmed and Michael Muchiri, "Linking Abusive Supervision to Employees’ OCBs and Turnover Intentions: The role of a Psychological Contract Breach and Perceived Organisational Support", Contemporary Management Research, Vol.10, No.2, pp.147-164, 2014. Permanent link to this document: http://dx.doi.org/10.7903/cmr.11518

Author Biography

Ezaz Ahmed, Central Queensland University
Ezaz Ahmed (PhD, University of South Australia) is a lecturer in human resource management in Central Queensland University’s School of Business and Law. He is a Certified HR Professional (CAHRI) by the AHRI, Australia. His research interests include psychological contract breach, employee-employer relationship and leadership.
Published
2014-06-30
How to Cite
Ahmed, E., & Muchiri, M. (2014). Linking Abusive Supervision to Employees’ OCBs and Turnover Intentions: The role of a Psychological Contract Breach and Perceived Organisational Support. Contemporary Management Research, 10(2). https://doi.org/10.7903/cmr.11518
Section
Organization Behavior and Human Resource Management