Publikace UTB
Repozitář publikační činnosti UTB

Examining the mediating-moderating role of psychological contract breach and abusive supervision on employee well-being in banking sector

Repozitář DSpace/Manakin

Zobrazit minimální záznam


dc.title Examining the mediating-moderating role of psychological contract breach and abusive supervision on employee well-being in banking sector en
dc.contributor.author Gulzar, Saba
dc.contributor.author Ayub, Nadia
dc.contributor.author Abbas, Zuhair
dc.relation.ispartof Cogent Business & Management
dc.identifier.issn 2331-1975 Scopus Sources, Sherpa/RoMEO, JCR
dc.date.issued 2021
utb.relation.volume 8
utb.relation.issue 1
dc.type article
dc.language.iso en
dc.publisher Taylor & Francis As
dc.identifier.doi 10.1080/23311975.2021.1959007
dc.relation.uri https://www.tandfonline.com/doi/full/10.1080/23311975.2021.1959007
dc.relation.uri https://www.tandfonline.com/doi/pdf/10.1080/23311975.2021.1959007?needAccess=true
dc.subject psychological contract en
dc.subject psychological contract breach en
dc.subject work engagement en
dc.subject work life balance en
dc.subject turnover intention en
dc.subject abusive supervision en
dc.subject employee wellbeing en
dc.description.abstract Previous research rarely examined the antecedents of employee well-being with the interactive effect of abusive supervision and mediating impact of psychological contract breach especially in the developing country context. Drawing upon the social exchange theory, this study attempts to bridge a research gap by investigating work engagement, work-life balance, and turnover intention with employee well-being directly and through the moderating and mediation effects of abusive supervision and psychological contract breach. To validate these relationships, 208 employees who are working in banks of Pakistan were investigated, through a survey-based questionnaire. The Smart PLS 3.0 was employed to measure the association and test the hypotheses in which structural equation modelling played a role in checking the relationships among variables. The results demonstrate that work engagement, work-life balance, and turnover intention directly affect employee well-being. This study also found that psychological contract breach has a partial mediation effect between work engagement, work-life balance, turnover intention, and abusive supervision with employee well-being. Additionally, this study shows that abusive supervision has a moderating impact between psychological contract breach and employee well-being. This study contributes to the literature and body of knowledge in human resource management and organizational behaviour. This study helps to better understanding employee well-being at micro-level in a service sector especially in developing country context (Pakistan). Finally, this study helps managers to express their feedback, suggestions, and interaction with employees. en
utb.faculty Faculty of Management and Economics
dc.identifier.uri http://hdl.handle.net/10563/1010514
utb.identifier.obdid 43882581
utb.identifier.scopus 2-s2.0-85113727054
utb.identifier.wok 000687410700001
utb.source J-wok
dc.date.accessioned 2021-08-31T08:38:00Z
dc.date.available 2021-08-31T08:38:00Z
dc.rights Attribution 4.0 International
dc.rights.uri https://creativecommons.org/licenses/by/4.0/
dc.rights.access openAccess
utb.ou Department of Business Administration
utb.contributor.internalauthor Abbas, Zuhair
utb.fulltext.affiliation Saba Gulzar1*, Nadia Ayub2 and Zuhair Abbas3 Saba Gulzar1 E-mail: sabagulzar@gmail.com ORCID ID: http://orcid.org/0000-0003-0639-6475 Nadia Ayub2 ORCID ID: http://orcid.org/0000-0003-4308-3777 Zuhair Abbas3 ORCID ID: http://orcid.org/0000-0003-2242-2848 1 Department of HRM and Management, Institute of Business Management (Iobm), Karachi, Pakistan. 2 College of Economics & Social Development, Institute of Business Management (Iobm), Karachi, Pakistan. 3 Department of Business Administration, Faculty of Management and Economics,Tomas Bata University in Zin, Czech Republic. *Corresponding author: Saba Gulzar, Management and HR, Institute of Business Management, Karachi, Pakistan E-mail: sabagulzar@gmail.com
utb.fulltext.dates Received: 26 December 2020 Accepted: 04 July 2021
utb.fulltext.sponsorship The authors received no direct funding for this research.
utb.wos.affiliation [Gulzar, Saba] Inst Business Management Iobm, Dept HRM & Management, Karachi, Pakistan; [Ayub, Nadia] Inst Business Management Iobm, Coll Econ & Social Dev, Karachi, Pakistan; [Abbas, Zuhair] Tomas Bata Univ Zin, Fac Management & Econ, Dept Business Adm, Zlin, Czech Republic
utb.scopus.affiliation Department of HRM and Management, Institute of Business Management (Iobm), Karachi, Pakistan; College of Economics Social Development, Institute of Business Management (Iobm), Karachi, Pakistan; Department of Business Administration, Faculty of Management and Economics, Tomas Bata University in Zin, Czech Republic
utb.fulltext.projects -
utb.fulltext.faculty Faculty of Management and Economics
utb.fulltext.ou Department of Business Administration
utb.identifier.jel -
Find Full text

Soubory tohoto záznamu

Zobrazit minimální záznam

Attribution 4.0 International Kromě případů, kde je uvedeno jinak, licence tohoto záznamu je Attribution 4.0 International