Linking Envy with Processes Innovation and Employee Job Engagement; The Mediating role of Abusive Supervision
DOI:
https://doi.org/10.56976/rjsi.v6i1.322Keywords:
Envy, Abusive Supervision, Employee Job Engagement, Processes InnovationAbstract
The purpose of this research was to examine an impact of envy on processes innovation and employee job engagement by examined the Mediating role of abusive supervision. A questionnaire survey was utilized to collect the data from 440 employees working in Lahore. Test like Reliability, Correlation and multiple linear regressions were used in analysis. Mediation was tested by utilizing the Baron and Kenny method. This research shows the relationship of envy, abusive supervision, employee job engagement and process innovation. Results revealed that envy has negative impact on process innovation, employee job engagement and envy has positive impact on abusive supervision. Moreover, abusive supervision has negative influence on process innovation; abusive supervision has negative effect on employee job engagement. Further, abusive supervision partially mediates the relation of envy and process innovation. Abusive supervision partially mediates the relation of envy and employee job engagement. The current study conducted only the employees of Sapphire Textile. The current research is case study on Sapphire Textile so cannot simplify the results on the organizations of other type of industry. Current research examines wide-ranging framework for developing countries for envy, abusive supervision, process innovation, and employee job engagement in a single model. This research explores the phenomenon of envy, abusive supervision, employee job engagement and process innovation in textile sector which is infrequently addressed in developing countries and will helpful for countries like Pakistan for improving the level of process innovation and employee job engagement. Current study work as policy guideline for employers or top management of textile sector for controlling the thoughts about envy and abusive supervision which will ultimately foster the level of process innovation and employee job engagement directly and indirectly. This research examined that abusive supervision act as partial mediator for the relation of envy with employee job engagement and process innovation respectively. So, in future, organizations may also identify more mediating variables for normalize the relationship of independent and dependent variables. Present research broadens the body of literature by providing empirical support from social comparison theory to explain the phenomenon of proposed relationships in a single model.
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