| Summary: | 碩士 === 大同大學 === 事業經營學系(所) === 106 === The key to business success lies in the quality of the employees. The real reasons why businesses can not retain their talents are due to management, work content, corporate culture or working environment and the other factors, but it highlights that retaining the talents is the right way for the business. With the banking industry's increasing competition, the turnover rate of the banking industry becomes even higher than before and is there any negative leadership behavior in the banking industry? How to retain employees become an important issue for the banking industry.
Although leadership behavior can affect employee commitment, perceived coworker support is less valued by researchers than perceived organizational support and perceived supervisor support. The purpose of this study is to examine the effects of abusive supervision on organizational commitment and occupational commitment. In addition, this study also explores the moderating effects of perceived coworker support on the relationship between abusive supervision and organizational commitment and the relationship between abusive supervision and occupational commitment. By conducting a questionnaire survey from randomly selected 352 employees in a Taiwanese bank, this study collected a total of 322 valid questionnaires. The effective response rate is 91.5%. This study applied SPSS 22.0 and AMOS 22.0 statistics software to examine the hypotheses by descriptive statistics and correlation analysis.
The construct mean of the abusive supervision study is 2.273, which is lower than the median of 3 at the five-point scale. This study shows that the consequences of abusive supervision (including hostile verbal and non-verbal behaviors) in the government-owned bank are not significant. The reason is that the supervisors pay more respect to the employees in a government-owned bank. However, this study also reveals that even the low level of abusive supervision will have negative impact on employee turnover rate. In addition, this study shows that employee’s perceptions of abusive supervision have negative impacts both on employee organizational commitment and occupational commitment. Besides, perceived coworker support has a moderating effect on the relationship between abusive supervision and organizational/occupational commitment. When perceived coworker support is stronger, the negative impacts of abusive supervision on organizational commitment and occupational commitment were weakened. Finally, management implications, research limitations and future research directions will also be discussed.
Keywords：Abusive Supervision, Organizational Commitment, Occupational Commitment, Perceived Coworker Support
|
|---|
