상사의 비인격적 감독행동과 자아효능감, 직무스트레스, 심리적 안녕감, 이직의도 간의 구조적 관계

The Structural Relationships among Abusive Supervision, Self-Efficacy, Job Stress, Psychological Well-Being and Turnover Intention: The Mediating Effect of Self-Efficacy

Purpose - The purpose of this research is to theoretically and empirically figure out the structural relationships among abusive supervision, self efficacy, job stress, psychological Well-being and turnover intention. Design/Methodology/Approach - Data for this study were collected from 254 hotel employees in South Korea. The SPSS 20.0 and AMOS 20.0 programs were used for a statistical analysis of survey data in order to test research hypotheses. Findings - Results of this study revealed that abusive supervision had a negative effect on self efficacy while it had a positive impact on job stress and a negative impact on psychological Well-being. Moreover, the hypothesis that self efficacy had a negative effect on job stress and a positive effect on psychological Well-being was supported. In addition, the casual relationship between self efficacy and turnover intention was significantly supported. Finally, self efficacy was found to partially mediate between abusive supervision and job stress and psychological Well-being. Research Implications - Implications of this study are that abusive supervision and self efficacy play an important role in terms of human resource management. When it comes to service quality increase in hotel business, higher management level in human resource department should encourage Self-efficacy of subordinates and discourage abusive supervision of supervisors in organization. Some theoretical and practical recommendations are suggested.