Abusive supervision is a common issue in various workplace contexts, including schools, colleges, banks, and most significantly in hospital administration. Abusive supervision has been linked to an increase in anxiety and depression among employees, and research has focused particularly on the negative outcomes of subordinates in the workplace. Recent studies have identified four dimensions of abusive supervision and their links to different workplace events and actions. Workplace bullying, for example, overlaps with abusive supervision in around 75% of cases, although it is not always deliberate on the part of supervisors. Abusive supervision is also strongly related to workplace deviance, which refers to the violation of norms, and social undermining, which occurs when a supervisor gives negative actions to employees and invades their privacy. Additionally, Machiavellianism, which involves manipulation of personality traits like callousness and lack of morality, has been linked to abusive supervision.

Numerous research studies have been conducted on abusive supervision, with findings showing different factors that contribute to or moderate its occurrence. For instance, a study conducted at Tongji University in China revealed a relationship between proactive personality and abusive supervision, highlighting the impact of personality in abusive supervision. Another study conducted at the Assiut University Faculty of Commerce in Egypt showed a moderate relationship between abusive supervision and moral courage, as well as the influence of moral efficacy. Similarly, the University of Sharjah identified a significant relationship between customer orientation and abusive supervision. The learning goal orientation object and knowledge sharing were also found to have a moderate relationship with abusive supervision, according to research conducted at the University of Management Sciences, Lahore. Other studies have focused on the relationships between abusive supervision and employee silence, in-role performance, intention to leave, hierarchy-promotion attribution, and other factors.

In this study, we aim to examine the impact of workload and experience on abusive supervision in the public sector, particularly in Jinnah and Civil hospitals in Karachi. As nursing staff play a crucial role in patient care, they are often subject to high levels of workload, which in turn can lead to aggression and harsh behavior towards subordinates. Our objective is to explore the relationship between abusive supervision and workload and experience, as well as its impact on job security. We will use a survey-based questionnaire tool that utilizes the Likert scale to collect relevant data.

Our hypotheses are as follows:

- H₁: There is a significant relationship between abusive supervision and workload.

- H₀: There is no significant relationship between abusive supervision and workload.

- H₁: There is a moderate relationship between abusive supervision and experience.

- H₀: There is no relationship between abusive supervision and experience.

- H₁: There is a moderate relationship between abusive supervision and job security.

- H₀: There is no relationship between abusive supervision and job security.

To test these hypotheses, we will collect data from nursing staff in the public sector, using a sample that is representative of the population and ensuring anonymity to encourage honest responses. Our methodology will involve statistical analysis of the survey data, examining the correlations between abusive supervision and workload, experience, and job security. Ultimately, this study aims to contribute to a better understanding of the factors that lead to abusive supervision in the workplace and inform strategies for mitigating its effects.

The Duration of the Study

The study will take less than two months to complete.

Sampling Technique

This study will utilize probability sampling to select participants.

Study Design

This research will follow a descriptive cross-sectional study design. The data collected will be analyzed through a structural model system.

Conceptual Framework

The conceptual framework for this study will focus on the outcome exposure.

References

1. Tepper, B. J. (2000). The consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190. doi:10.2307/1556375. JSTOR 1556375.

2. Hoobler, J. M., Tepper, B. J., & Duffy, M. K. (2000). Moderating effects of coworkers’ organizational citizenship behavior on relationships between abusive supervision and subordinates’ attitudes and psychological distress. Paper presented at the annual meeting of the Southern Management Association, Orlando, FL.

3. Inness, M., LeBlanc, M., Mireille., & Barling, J. (2008). Psychosocial predictors of supervisor-, peer-, subordinate-, and service-provider-targeted aggression. Journal of Applied Psychology, 93(6), 1401–1411. doi:10.1037/a0012810. PMID 19025256.

4. Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, June 33(3), 261-289.

5. Mitchell, M., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168. doi: 10.1037/0021-9010.92.5.1159. PMID 17638455.

6. Hoobler, J. M., & Brass, D. J. (2006). Abusive supervision and family undermining as displaced aggression. Journal of Applied Psychology, 91(5), 1125–1133. doi:10.1037/0021-9010.91.5.1125. PMID 16953773.

7. Kiazada, K., Restubog, S. L. D., Zagenczyk, T. J., Kiewitz, C., & Tang, R. L. (2010). In pursuit of power: The role of authoritarian leadership in the relationship between supervisors’ Machiavellianism and subordinates’ perceptions of abusive supervisory behavior.

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