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İstismarcı Yönetimin Sessiz İstifa Üzerindeki Etkisi: Sorumluluk Kişilik Özelliğinin Düzenleyici Rolü

Yıl 2025, Cilt: 7 Sayı: 1, 40 - 52, 23.03.2025

Mesut Soyalın

Öz

This study examines the effect of abusive supervision perception on quiet quitting. The study also examined whether conscientiousness personality trait has a moderating role in this effect. In this context, the concepts of abusive supervision, quiet quitting and conscientiousness personality trait were explained in a broad manner and research hypotheses were formulated for the relationships between the variables in line with the studies and theoretical theories. In study, the data were collected from individuals working in a province in Turkey by using convenience sampling method. After eliminating the questionnaires with missing data, the remaining 156 questionnaires were deemed suitable for analysis. The findings of the study showed that abusive supervision positively affects quiet quitting and conscientiousness personality trait plays a moderating role in this effect.

Anahtar Kelimeler

İstismarcı Yönetim Sessiz İstifa Sorumluluk Kişilik Özelliği

Kaynakça

  • Anand, A., Doll, J., & Ray, P. (2024). Drowning in silence: a scale development and validation of quiet quitting and quiet firing. International Journal of Organizational Analysis, 32(4), 721-743.
  • Atak, H. (2013). On-Maddeli Kişilik Ölçeği’nin Türk Kültürü’ne uyarlanması. Nöropsikiyatri Arşivi, 50, 312-319.
  • Bell, E., Bryman, A., & Harley, B. (2018). Business research methods. Oxford, England: Oxford University Press. Blau, Peter M. (1964). Exchange and power in social life. New York: John Wiley.
  • Camps, J., Stouten, J., Euwema, M., & De Cremer, D. (2020). Abusive supervision as a response to follower hostility: A moderated mediation model. Journal of Business Ethics, 164(3), 495-514.
  • Chen, H., Richard, O. C., Boncoeur, O. D., & Ford, D. L., Jr. (2020). Work engagement, emotional exhaustion, and counterproductive work behavior. Journal of Business Research, 114, 30–41.
  • Ellis, L. and Yang, A. (2022). What is quiet quitting? Employees are setting boundaries for better work-life balance. Wall Street Journal, https://www.marketwatch.com/story/meet-the-so-called-quiet-quitters-i-still-get-just-asmuch-accomplished-i-just-dont-stress-and-internally-rip-myself-to-shreds-11661372447 (Accessed 4.12.2024).
  • Fischer, T., Tian, A. W., Lee, A., & Hughes, D. J. (2021). Abusive supervision: A systematic review and fundamental rethink. The Leadership Quarterly, 32(6), 101540.
  • Formica, S., & Sfodera, F. (2022). The great resignation and quiet quitting paradigm shifts: An overview of current situation and future research directions. Journal of Hospitality Marketing & Management, 31(8), 899-907.
  • Galanis, P., Moisoglou, I., Katsiroumpa, A., Malliarou, M., Vraka, I., Gallos, P., Kalogeropoulou, M., & Papathanasiou, I. V. (2024). Impact of Workplace Bullying on Quiet Quitting in Nurses: The Mediating Effect of Coping Strategies. Healthcare, 12(7), 797.
  • Ghandour, S., Saad Elzohairy, M. H., & Elsayed, N. M. (2019). Relationship between staff morale and intention to leave among professional nurses at Damanhour national medical institute. Port Said Scientific Journal of Nursing, 6(3), 178-194.
  • Gosling S. D, Rentfrow P. J., & Swann W. B. Jr. (2003). A very brief measure of the Big Five personality domains. Journal of Research in Personality, 37,504-528.
  • Güğerçin S. “Yıkıcı (İstismarcı) Yönetim Ölçeği Kısa Formu’nun Türkçe Uyarlaması: Geçerlilik ve Güvenilirlik Analizi”, 11. Örgütsel Davranış Kongresi, November 2024.
  • Güler, M. (2023). Çalışma kültüründe yeni bir kavram: Sessiz istifa. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 32 (1), 247-261.
  • Haar, J. M., Fluiter, A. De., & Brougham, D. (2016), Abusive supervision and turnover intentions: The mediating role of perceived organisational support. Journal of Management and Organization, 22(2), 139-153.
  • Hair Jr, J.F., Hult, G.T.M., Ringle, C.M. and Sarstedt, M. (2017), A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), Sage Publications, USA.
  • Harris, K. J., Harvey, P. & Kacmar K. M. (2011). Abusive supervisory reactions to coworker relationship conflict. The Leadership Quarterly, 22(5), 1010-1023.
  • Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264–280.
  • Hetler, A. (2022). Quiet quitting explained: Everything you need to know. https://www.techtarget.com/whatis/feature/Quiet-quitting-explained-Everything-you-need-to-know (Accessed 20.12.2024).
  • Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52(3), 621– 652.
  • Kalokerinos, E. K., Murphy, S. C., Koval, P., Bailen, N. H., Crombez, G., Hollenstein, T. & Bastian, B. (2020). Neuroticism may not reflect emotional variability. Proceedings of the National Academy of Sciences, 117(17), 9270-9276.
  • Kerse, G., Deniz, V, & Çakıcı, A.B. (2024). Sessiz istifa ölçeğinin Türkçe formunun psikometrik özelliklerinin sınanması. Gümüşhane Üniversitesi Sosyal Bilimler Dergisi, 15(3), 749-762.
  • Khan, J., Saeed, I., Ali, A., & Nisar, H. G. (2021). The Mediating Role of Emotional Exhaustion in the Relationship between Abusive Supervision and Employee Cyberloafing Behavior. Journal of Management and Research, 14(3), 160-178.
  • Klotz, A. C., & Bolino, M. C. (2022). When quiet quitting is worse than the real thing. Harvard Business Review, https://hbr.org/2022/09/when-quiet-quitting-is-worse-than-the-real-thing. (Accessed 20.12.2024).
  • Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of Applied Psychology, 97(1), 107–123.
  • Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Abusive supervision: A meta-analysis and empirical review. Journal of Management, 43(6), 1940–1965.
  • Mahand, T., & Caldwell, C. (2023). Quiet Quitting – causes and opportunities. Business and Management Research, 12(1), 9-19.
  • Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior, 34(1), 120–137.
  • McCrae, R. R., & Costa, P. T., Jr. (1999). A Five-Factor theory of personality. In L. A. Pervin & O. P. John (Eds.), Handbook of personality: Theory and research (139–153). Guilford Press.
  • Memon, M. A., Ting, H., Cheah, J. H., Thurasamy, R., Chuah, F. & Cham, T. H. (2020). Sample size for survey research: Review and recommendations. Journal of Applied Structural Equation Modeling, 4(2), 1-20.
  • Mitchell, Marie S., and Maureen L. Ambrose. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology 92 (4), 1159-1168.
  • Peng A. C., Schaubroeck J. M., & Li Y. (2014). Social exchange implications of own and coworkers' experiences of supervisory abuse. Academy of Management Journal, 57 (5) , 1385-1405.
  • Peng, A., Mitchell, R., & Schaubroeck, J. M. (2019). Abusive supervision. In Oxford research encyclopedia of business and management, 14(3), 63-69.
  • Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A., B. (2002). The measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92.
  • Srikanth, P. B., Thakur, M., & Dust, S. B. (2022). The curvilinear relationship between abusive supervision and performance: The moderating role of conscientiousness and the mediating role of attentiveness. Journal of Business Research, 150, 663- 675.
  • Tepper, B. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178–190.
  • Wei F. & Si, S. (2013). Tit for tat? Abusive supervision and counterproductive work behaviors: The moderating effects of locus of control and perceived mobility. Asia Pacific Journal of Management, 30(1), 281-296.
  • Xiong, G., Huang, H., Ma, Y., Liang, C., & Wang, H. (2021). Abusive Supervision and Unethical Pro-Organizational Behavior: The Mediating Role of Status Challenge and the Moderating Role of Leader-Member Exchange. SAGE Open, 11(3), 202-209.
  • Zellars, K. L., Bennett J. T., & Michelle K. D. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.

The Impact of Abusive Supervision on Quiet Quitting: The Moderating Role of Conscientiousness Personality Trait

Yıl 2025, Cilt: 7 Sayı: 1, 40 - 52, 23.03.2025

Mesut Soyalın

Öz

This study examines the effect of abusive supervision perception on quiet quitting. The study also examined whether conscientiousness personality trait has a moderating role in this effect. In this context, the concepts of abusive supervision, quiet quitting and conscientiousness personality trait were explained in a broad manner and research hypotheses were formulated for the relationships between the variables in line with the studies and theoretical theories. In study, the data were collected from individuals working in a province in Turkey by using convenience sampling method. After eliminating the questionnaires with missing data, the remaining 156 questionnaires were deemed suitable for analysis. The findings of the study showed that abusive supervision positively affects quiet quitting and conscientiousness personality trait plays a moderating role in this effect.

Anahtar Kelimeler

Abusive Supervision Quiet Quitting Conscientiousness Personality Trait

Kaynakça

  • Anand, A., Doll, J., & Ray, P. (2024). Drowning in silence: a scale development and validation of quiet quitting and quiet firing. International Journal of Organizational Analysis, 32(4), 721-743.
  • Atak, H. (2013). On-Maddeli Kişilik Ölçeği’nin Türk Kültürü’ne uyarlanması. Nöropsikiyatri Arşivi, 50, 312-319.
  • Bell, E., Bryman, A., & Harley, B. (2018). Business research methods. Oxford, England: Oxford University Press. Blau, Peter M. (1964). Exchange and power in social life. New York: John Wiley.
  • Camps, J., Stouten, J., Euwema, M., & De Cremer, D. (2020). Abusive supervision as a response to follower hostility: A moderated mediation model. Journal of Business Ethics, 164(3), 495-514.
  • Chen, H., Richard, O. C., Boncoeur, O. D., & Ford, D. L., Jr. (2020). Work engagement, emotional exhaustion, and counterproductive work behavior. Journal of Business Research, 114, 30–41.
  • Ellis, L. and Yang, A. (2022). What is quiet quitting? Employees are setting boundaries for better work-life balance. Wall Street Journal, https://www.marketwatch.com/story/meet-the-so-called-quiet-quitters-i-still-get-just-asmuch-accomplished-i-just-dont-stress-and-internally-rip-myself-to-shreds-11661372447 (Accessed 4.12.2024).
  • Fischer, T., Tian, A. W., Lee, A., & Hughes, D. J. (2021). Abusive supervision: A systematic review and fundamental rethink. The Leadership Quarterly, 32(6), 101540.
  • Formica, S., & Sfodera, F. (2022). The great resignation and quiet quitting paradigm shifts: An overview of current situation and future research directions. Journal of Hospitality Marketing & Management, 31(8), 899-907.
  • Galanis, P., Moisoglou, I., Katsiroumpa, A., Malliarou, M., Vraka, I., Gallos, P., Kalogeropoulou, M., & Papathanasiou, I. V. (2024). Impact of Workplace Bullying on Quiet Quitting in Nurses: The Mediating Effect of Coping Strategies. Healthcare, 12(7), 797.
  • Ghandour, S., Saad Elzohairy, M. H., & Elsayed, N. M. (2019). Relationship between staff morale and intention to leave among professional nurses at Damanhour national medical institute. Port Said Scientific Journal of Nursing, 6(3), 178-194.
  • Gosling S. D, Rentfrow P. J., & Swann W. B. Jr. (2003). A very brief measure of the Big Five personality domains. Journal of Research in Personality, 37,504-528.
  • Güğerçin S. “Yıkıcı (İstismarcı) Yönetim Ölçeği Kısa Formu’nun Türkçe Uyarlaması: Geçerlilik ve Güvenilirlik Analizi”, 11. Örgütsel Davranış Kongresi, November 2024.
  • Güler, M. (2023). Çalışma kültüründe yeni bir kavram: Sessiz istifa. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 32 (1), 247-261.
  • Haar, J. M., Fluiter, A. De., & Brougham, D. (2016), Abusive supervision and turnover intentions: The mediating role of perceived organisational support. Journal of Management and Organization, 22(2), 139-153.
  • Hair Jr, J.F., Hult, G.T.M., Ringle, C.M. and Sarstedt, M. (2017), A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), Sage Publications, USA.
  • Harris, K. J., Harvey, P. & Kacmar K. M. (2011). Abusive supervisory reactions to coworker relationship conflict. The Leadership Quarterly, 22(5), 1010-1023.
  • Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264–280.
  • Hetler, A. (2022). Quiet quitting explained: Everything you need to know. https://www.techtarget.com/whatis/feature/Quiet-quitting-explained-Everything-you-need-to-know (Accessed 20.12.2024).
  • Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52(3), 621– 652.
  • Kalokerinos, E. K., Murphy, S. C., Koval, P., Bailen, N. H., Crombez, G., Hollenstein, T. & Bastian, B. (2020). Neuroticism may not reflect emotional variability. Proceedings of the National Academy of Sciences, 117(17), 9270-9276.
  • Kerse, G., Deniz, V, & Çakıcı, A.B. (2024). Sessiz istifa ölçeğinin Türkçe formunun psikometrik özelliklerinin sınanması. Gümüşhane Üniversitesi Sosyal Bilimler Dergisi, 15(3), 749-762.
  • Khan, J., Saeed, I., Ali, A., & Nisar, H. G. (2021). The Mediating Role of Emotional Exhaustion in the Relationship between Abusive Supervision and Employee Cyberloafing Behavior. Journal of Management and Research, 14(3), 160-178.
  • Klotz, A. C., & Bolino, M. C. (2022). When quiet quitting is worse than the real thing. Harvard Business Review, https://hbr.org/2022/09/when-quiet-quitting-is-worse-than-the-real-thing. (Accessed 20.12.2024).
  • Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of Applied Psychology, 97(1), 107–123.
  • Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Abusive supervision: A meta-analysis and empirical review. Journal of Management, 43(6), 1940–1965.
  • Mahand, T., & Caldwell, C. (2023). Quiet Quitting – causes and opportunities. Business and Management Research, 12(1), 9-19.
  • Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior, 34(1), 120–137.
  • McCrae, R. R., & Costa, P. T., Jr. (1999). A Five-Factor theory of personality. In L. A. Pervin & O. P. John (Eds.), Handbook of personality: Theory and research (139–153). Guilford Press.
  • Memon, M. A., Ting, H., Cheah, J. H., Thurasamy, R., Chuah, F. & Cham, T. H. (2020). Sample size for survey research: Review and recommendations. Journal of Applied Structural Equation Modeling, 4(2), 1-20.
  • Mitchell, Marie S., and Maureen L. Ambrose. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology 92 (4), 1159-1168.
  • Peng A. C., Schaubroeck J. M., & Li Y. (2014). Social exchange implications of own and coworkers' experiences of supervisory abuse. Academy of Management Journal, 57 (5) , 1385-1405.
  • Peng, A., Mitchell, R., & Schaubroeck, J. M. (2019). Abusive supervision. In Oxford research encyclopedia of business and management, 14(3), 63-69.
  • Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A., B. (2002). The measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92.
  • Srikanth, P. B., Thakur, M., & Dust, S. B. (2022). The curvilinear relationship between abusive supervision and performance: The moderating role of conscientiousness and the mediating role of attentiveness. Journal of Business Research, 150, 663- 675.
  • Tepper, B. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178–190.
  • Wei F. & Si, S. (2013). Tit for tat? Abusive supervision and counterproductive work behaviors: The moderating effects of locus of control and perceived mobility. Asia Pacific Journal of Management, 30(1), 281-296.
  • Xiong, G., Huang, H., Ma, Y., Liang, C., & Wang, H. (2021). Abusive Supervision and Unethical Pro-Organizational Behavior: The Mediating Role of Status Challenge and the Moderating Role of Leader-Member Exchange. SAGE Open, 11(3), 202-209.
  • Zellars, K. L., Bennett J. T., & Michelle K. D. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.
Toplam 38 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular İşletme
Bölüm Research Articles
Yazarlar

Mesut Soyalın 0000-0003-1475-0905

Erken Görünüm Tarihi 22 Mart 2025
Yayımlanma Tarihi 23 Mart 2025
Gönderilme Tarihi 29 Ocak 2025
Kabul Tarihi 17 Mart 2025
Yayımlandığı Sayı Yıl 2025 Cilt: 7 Sayı: 1

Kaynak Göster

APA Soyalın, M. (2025). The Impact of Abusive Supervision on Quiet Quitting: The Moderating Role of Conscientiousness Personality Trait. BİLTÜRK Ekonomi Ve İlişkili Çalışmalar Dergisi, 7(1), 40-52. https://doi.org/10.47103/bilturk.1629246
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