dc.description.abstract | This study attempts to investigate how do supervisor favoritism and incivility behavior affect employee behavior. The study was divided into three parts. First of all, it explored how do “favoritism” and “supervisor incivility” behaviors affect employees’ “facade of conformity”behavior. The second part of this study explored whether “facade of conformity” would have an impact on “work withdrawal” and “work engagement”. The third part of this study investigated the moderating effect of psychological contract breach on favoritism and supervisor incivility behaviors, facade of conformity, work withdrawal, and work engagement.
Structural Equation Modelling (SEM) was conducted to analyze the research model. A total of 400 surveys were distributed, and 373 valid samples were retrieved. The research subjects were employees who were currently employed (as of the end of April 2020). According to the result of this research, “favoritism” has positive effect on “facade of conformity”, and “supervisor incivility” also has positive effect on “facade of conformity”. Similarly, “facade of conformity” has positive effect on “work withdrawal”, and “facade of conformity” has negative effect on “work engagement”. Whereas, in the third part, the research found that “psychological contract breach” has moderating effect on “favoritism” and “facade of conformity”, while “psychological contract breach” has no moderating effect on “supervisor incivility” and “facade
of conformity”. Moreover, “psychological contract breach” has moderating effect on “facade of conformity” and “work withdrawal”. Similarly, “psychological contract breach” has
moderating effect on “facade of conformity” and “work engagement” as well.
The contribution of this research can be divided into three aspects. First, this study applied social exchange theory, social identity theory, social categorization theory, and leader-member exchange theory to categorize supervisory behaviors into positive and negative dimensions, integrating and expanding previous research on traditional leadership theory to provide verification for leaders and inauthenticity behaviors. Second, according to the social influence theory and resource conservation theory, discussing whether the supervisor′s behavior would
cause employees creating facade of conformity, which could affect their work attitude and behavior and developed new directions of the influences of leaders′ behavior toward employees’ behavior. Last, this study considered that the previous researches about moderating variables of
facade of conformity were studied from a one-sided perspective, while psychological contract breach was studied through the organizational level, filling the gap that could affect employees’ facade of conformity behavior. | en_US |