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<p>The study sought to investigate the impact of abusive supervision (AS) on counterproductive work behavior (CWB), with a focus on the mediating roles of perception of injustice (PI) and intention to quit (IQ), as well as the moderating influence of transformational leadership (TL). Data from 384 respondents were collected through a survey questionnaire using simple random sampling, and analysis was conducted using SPSS v23 and Smart-PLS 4.0. Results revealed a significant direct positive effect of AS on CWB. However, PI did not show a significant effect on IQ. Notably, both PI and IQ emerged as crucial mediators, highlighting how PI mediates the link between AS and CWB, while IQ mediates between AS and CWB. TL was found to positively moderate the relationships between AS and PI, as well as AS and CWB, although it did not moderate the AS-IQ relationship. The findings underscore the importance for organizations in Bangladesh’s Ready-Made Garment Industry to address abusive supervision, fostering cultures of respect and equity to enhance employee well-being and organizational effectiveness. Additionally, further exploration of underlying mechanisms, integration of empirical evidence with theoretical frameworks, and continued research in diverse contexts are essential for developing effective intervention strategies and promoting positive work environments. Given the study’s focus on Bangladesh’s garment industry, caution is warranted in generalizing the findings, emphasizing the need for research in varied settings. Employing longitudinal designs and multi-source data collection methods can enrich understanding and mitigate biases, guiding interventions to promote workplace well-being effectively.</p>

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Toxic Leadership and Employee Reactions: Examining How Perceived Injustice and Turnover Intentions Influence Counterproductive Work Behavior

  • 期刊论文

  • 发表日期：

    2025年5月24日

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  • Mohammad Nurul Alam

摘要

The study sought to investigate the impact of abusive supervision (AS) on counterproductive work behavior (CWB), with a focus on the mediating roles of perception of injustice (PI) and intention to quit (IQ), as well as the moderating influence of transformational leadership (TL). Data from 384 respondents were collected through a survey questionnaire using simple random sampling, and analysis was conducted using SPSS v23 and Smart-PLS 4.0. Results revealed a significant direct positive effect of AS on CWB. However, PI did not show a significant effect on IQ. Notably, both PI and IQ emerged as crucial mediators, highlighting how PI mediates the link between AS and CWB, while IQ mediates between AS and CWB. TL was found to positively moderate the relationships between AS and PI, as well as AS and CWB, although it did not moderate the AS-IQ relationship. The findings underscore the importance for organizations in Bangladesh’s Ready-Made Garment Industry to address abusive supervision, fostering cultures of respect and equity to enhance employee well-being and organizational effectiveness. Additionally, further exploration of underlying mechanisms, integration of empirical evidence with theoretical frameworks, and continued research in diverse contexts are essential for developing effective intervention strategies and promoting positive work environments. Given the study’s focus on Bangladesh’s garment industry, caution is warranted in generalizing the findings, emphasizing the need for research in varied settings. Employing longitudinal designs and multi-source data collection methods can enrich understanding and mitigate biases, guiding interventions to promote workplace well-being effectively.