Peran Pemoderasian Faktor Personal dan Situasional pada Hubungan Abusive Supervision dengan Anteseden dan Konsekuensinya

FENIKA WULANI, Dr. T. Hani handoko, MBA

2013 | Disertasi | S3 Manajemen

Studi ini menguji hubungan abusive supervision dengan anteseden dan konsekuensinya. Anteseden abusive supervision yang diuji adalah negative affectivity (NA), sedangkan konsekuensinya adalah perilaku devians di tempat kerja (devians interpersonal, devians organisasional, dan devians yang diarahkan ke supervisor) dan perilaku kewargaan organisasional (PKO). Studi ini juga mempertimbangkan peran pemoderasian leader-member exchange (LMX) pada hubungan antara abusive supervision dan NA, peran pemoderasian sifat marah dan orientasi jarak kekuasaan pada hubungan antara abusive supervision dan perilaku devians di tempat kerja, dan peran pemoderasian motif manajemen impresi pada hubungan antara abusive supervision dan PKO. Berbeda dengan studi-studi abusive supervision sebelumnya yang kebanyakan menggunakan skala satu dimensi Tepper (2000), studi ini menggunakan ukuran abusive supervision (tiga dimensi) yang dihasilkan dari studi eksplorasi di Indonesia. Responden studi ini adalah 706 karyawan penuh waktu dan non manajerial yang bekerja sebagai perawat dan medical support di rumah sakit/jasa kesehatan; back-office dan front-office di bank; staf administrasi, tenaga penjual, dan pekerja teknis pada berbagai bidang industri di Surabaya, Sidoarjo, dan Gresik. Studi ini memperoleh data dengan melakukan survei melalui kuesioner, dengan tingkat respon 96,3%. Hubungan abusive supervision dengan anteseden dan konsekuensinya dianalisis dengan structural equation modelling (SEM). Hasil analisis menunjukkan bahwa model tiga dimensi abusive supervision yaitu abusif aktif-kemarahan, abusif aktif-penghinaan, dan abusif pasif memiliki fit model yang lebih baik dibanding model satu dimensi abusive supervision. Demikian juga dengan model hubungan tiga dimensi abusive supervision dengan NA, perilaku devians di tempat kerja, dan PKO menunjukkan fit model yang lebih baik dibanding model hubungan satu dimensi abusive supervision dengan anteseden dan konsekuensinya tersebut. Pengujian hipotesis menunjukkan bahwa ketiga dimensi abusive supervision berhubungan positif signifikan dengan NA. Namun masing-masing dimensi abusive supervision menunjukkan signifikansi hubungan yang berbeda dengan konsekuensinya. Abusif aktif-kemarahan berhubungan positif tidak signifikan dengan perilaku devians yang diarahkan ke supervisor, dan berhubungan negatif tidak signifikan dengan perilaku devians interpersonal dan organisasional. Abusif aktif-penghinaan berhubungan positif signifikan dengan ketiga dimensi perilaku devians di tempat kerja. Sedangkan abusif pasif berhubungan positif signifikan dengan kedua dimensi perilaku devians di tempat kerja (perilaku devians organisasional dan devians yang diarahkan ke supervisor). Studi ini menguji peran pemoderasian dengan menggunakan analisis multigrup. Hasil analisis menunjukkan bahwa hanya sifat marah yang memiliki peran pemoderasian pada hubungan abusive supervision dengan perilaku devians yang diarahkan ke supervisor. Namun demikian, peran pemoderasian orientasi jarak kekuasaan dan motif manajemen impresi memberikan penjelasan mengenai pola (arah dan derajat) hubungan yang berbeda antara abusive supervision dengan ketiga dimensi perilaku devians di tempat kerja dan PKO. Implikasi dan rekomendasi studi selanjutnya juga didiskusikan.

This study examined the relationship of abusive supervision with its antecedents and consequences. Negative affectivity (NA) was tested as an antecedent, while workplace deviance behaviors (interpersonal deviance, organizational deviance and supervisor-directed deviance) and organizational citizenship behavior (OCB) were tested as its consequences. This study also considered the moderating role of leader-member exchange (LMX) on the relationship between abusive supervision and NA, the moderating role of trait anger and power distance orientation on the relationship between abusive supervision and workplace deviance behavior and the moderating role of impression management motive on the relationship between abusive supervision and OCB. In contrast to previous studies of abusive supervision that most of those research using a scale of uni-dimensional from Tepper (2000), this study used the three-dimensional scale of abusive supervision resulting from an exploratory study in Indonesia. The respondents of this study were 706 full-time and non-managerial employees working as a nurse and medical support in the hospital / health services; back-office and front-office in the bank; administrative staff, salespeople, and technical workers in a variety of industries in Surabaya , Sidoarjo and Gresik. This study obtained data by conducting a survey through questionnaires, with a response rate of 96.3%. The relationship of abusive supervision with its antecedents and consequences were analyzed with structural equation modeling (SEM). The analysis showed that the three-dimensional model of abusive supervision (active-anger, active-humiliation, and passive abuse) models have better fit than the uni-dimensional model of abusive supervision. Similarly, the relationship model of three-dimension of abusive supervision with NA, workplace deviance, and OCB have better fit than a relationship model of uni-dimensional abusive supervision with its antecedents and consequences. Hypothesis testing showed that the three dimensions of abusive supervision were significantly and positively related to NA. However, each dimension of abusive supervision showed significant relationships with different consequences. Active-anger abuse was not significantly related to supervisor-directed deviance, and was not significantly related to interpersonal and organizational deviance and OCB. Active-humiliation abuse was significantly related to all dimensions of workplace deviance. While passive abuse was significantly related to both dimensions of workplace deviance (organizational deviance and supervisor-directed deviance) and supervisor-directed OCB. This study examined the moderating effects using multi-group analysis. The analysis showed that trait anger significantly influenced the relationship between abusive supervision and supervisor-directed deviance. However, power distance orientation and impression management motive could explain a different pattern (degree and form) on the relationship of three-dimension of abusive supervision with workplace deviance behavior and OCB. Implications and recommendations for further study are discussed.

Kata Kunci : abusive supervision, negative affectivity, perilaku devians di tempat kerja, PKO, LMX, sifat marah, orientasi jarak kekuasaan, motif manajemen impresia