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Abusive supervision and deviance behaviors in the hospitality industry: The role of intrinsic motivation and core self-evaluation
Institution:1. Department of Business Administration, National College of Business Administration & Economics Lahore, Pakistan;2. Department of Management, HEC Montreal, 3000 Côte-Sainte-Catherine, Montréal, Québec, H3T 2A7, Canada;1. The Business School, Tourism Research Centre, Edinburgh Napier University, Scotland, Edinburgh, EH14 1DJ, UK;2. The University of Queensland, Brisbane, QLD, 4032, Australia;1. Faculty of Business and Law, School of Strategy, Marketing and Innovation, University of Portsmouth, Portsmouth, PO1 3DE, United Kingdom;2. School of Management and Marketing, Westminster Business School, University of Westminster, London, NW1 5LS, United Kingdom;1. School of Geography and Ocean Science, Nanjing University, Nanjing, Jiangsu, 210023, PR China;2. Department of Parks, Recreation and Tourism Management, North Carolina State University, 27695, Raleigh, NC, USA;3. School of Community Resources and Development, Arizona State University, 85004, Phoenix, AZ, USA;4. Hainan University-Arizona State University Joint International Tourism College, Hainan University, Hainan, PR China;5. Joint College of Ningbo University and Angre University, Ningbo, Zhejiang, 315201, PR China;1. CETT Barcelona School of Tourism, Hospitality and Gastronomy, Universitat de Barcelona, Av. de Can Marcet, 36-38, 08035 Barcelona, Spain;2. Howard Feiertag Department of Hospitality and Tourism Management, Pamplin College of Business, Virginia Tech, Blacksburg, VA 24061, USA;1. College of Tourism Huaqiao University, Quanzhou, 362021, Fujian, China;2. School of Business and Law, Edith Cowan University, Australia;1. School of Aviation, University of New South Wales, Kensington, 2052, Australia;2. Tourism Australia, Sydney, Australia;3. Department of Tourism Economics and Management, University of the Aegean, Greece & School of Aviation, University of New South Wales, Australia
Abstract:Workplace deviance poses a significant challenge in the hospitality and tourism industries. Based on conservation of resources theory, we develop a model proposing relationships between abusive supervision and frontline employees' deviant behaviors via their intrinsic motivation and core self-evaluation. We validate it with two surveys targeting 200 and 600 hotel frontline employees. Results confirm the detrimental impacts of abusive supervision on frontline employees’ deviant behaviors and the helpful mediating and moderating impacts of their intrinsic motivation and core self-evaluation. Courses of action are proposed to reduce the various human and financial costs at the individual, organizational, social and societal levels.
Keywords:Abusive supervision  Intrinsic motivation  Workplace deviance  Core self-evaluation  Conservation of resources theory
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