DINAMIKA REGULASI EMOSI KARYAWAN YANG MENGALAMI ABUSIVE SUPERVISION
Airlangga University
Indonesia
Airlangga University
Indonesia
Airlangga University
Indonesia
Airlangga University
Indonesia
Airlangga University
Indonesia
Airlangga University
Indonesia
Airlangga University
Indonesia
Abstract
This research was conducted based on the phenomenon of abusive supervision faced by employees. Abusive supervision experienced by employees, namely verbally and non-verbally. The purpose of this study is to understand the dynamics of emotional regulation in employees who experience abusive supervision. The subjects of this study were three employees who were selected using a purposive sampling technique. This study used a qualitative method with a phenomenological approach. Data were collected through in-depth interviews on the subject and references to journals, books, research results and other data provided for research. The analysis technique used is Interpretative Phenomenological Analysis (IPA). The findings indicated that the process of regulatory dynamics carried out by the three research subjects included 3 (three) phases, namely the assessment phase, the emotional experience phase, and the behavioral response phase. The individual's tendency to develop and comply with standards despite experiencing abusive supervision can be an indication that the individual has good emotional regulation dynamics, while the individual's tendency to be passive is an indication of obstacles in the dynamics of emotional regulation.
Keywords
References
Afriani, T., Hariyati, R. T. S., & Gayatri, D. (2017). Dukungan atasan dan teman sejawat memengaruhi ekspektasi perawat dalam penerapan jenjang karir. Jurnal Keperawatan Indonesia, 20(2), 75-84. doi: 10.7454/jki.v20i2.516
Aji, S. D., Kristinawati, W. (2022). Hubungan antara regulasi emosi dan resiliensi pada karyawan selama masa pandemi Covid-19. Jurnal Bimbingan dan Konseling Indonesia, 7(1), 00-00.
Aspinwall, L. G., & Taylor, S. E. (1997). A stitch in time: Self-regulation and proactive coping. Psychological Bulletin, 121(3), 417–436. doi: https://doi.org/10.1037/0033-2909.121.3.417
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press.
Bies, R. J. (2000). Interactional (in)justice: The scared and the profane. Dalam J. Greenberg, & R. Cropanzano (Eds.), Advances in Organizational Justice, (pp. 89-118). Stanford, CA: Stanford University Press.
Burton J. P., Hoobler, J. M., & Scheuer, M. L. (2012). Supervisor workplace stress and abusive supervision: the buffering effect of stress. J Bus Psychol, 27, 271–79. doi: https://doi.org/10.1007/s10869-011-9255-0
Cambridge Dictionary. (2022). “Definition of Response behavioral”. Cambridge. Tersedia pada https://dictionary.cambridge.org. Diakses pada 22 November 2022.
Ekowati, S., & Finthariasari, M. F. (2021). Pengaruh affective commitment dan dukungan atasan terhadap kinerja karyawan. Ekombis Review: Jurnal Ilmiah Ekonomi dan Bisnis, 9(2), 313-326. DOI: doi.org/10.37676/ekombis.v9i2.1425
Farla, W., Siregar, L. D., Bakri, S. A. (2020). Dukungan atasan dan pencapaian karir karyawan. Jurnal Manajemen dan Bisnis Sriwijaya, 18(4), 225-232.
Goffman, E. (1967). Interaction ritual. New York: Pantheon.
Greenier, V., Derakhshan, A., & Fathi, J. (2021). Emotion regulation and psychological well-being in teacher work engagement: a case of British and Iranian English language teachers. System, 97, 102446.
Gross, J. J., & John, O. P. (1998). Mapping the domain of emotional expressivity: Multi-method evidence for a hierarchical model. J. Pers. Soc. Psychol. 74, 170-191. doi: 10.1037//0022-3514.74.1.170
Hakim, L., & Sholichah, I. F. (2022). Pengaruh regulasi emosi terhadap efikasi diri karyawan. Jurnal Pendidikan dan Konseling, 4(2), 3609-3615.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18, 252-263. doi: http://dx.doi.org/10.1016/j.leaqua.2007.03.007
Hernoko, R.W., & Sudardjo, S. (1996). Atribusi tanggung jawab ditinjau dari derajat keseriusan kecelakaan, perspektif peran, dan pusat kendali internal-eksternal. Jurnal Psikologi, 23.
Julianto, B., & Carnarez, T. Y. A. (2021). Faktor-faktor yang memengaruhi organisasi professional: Kepemimpinan, komunikasi efektif, kinerja, dan efektivitas organisasi (suatu kajian studi literature review ilmu manajemen terapan). Jurnal Ilmu Manajemen Terapan, 2(5), 676-691.
Khoiroh, L., Mulyana, T., & Sari, I. T. P. (2019). Emotional regulation dan organizational communication terhadap produktivitas kerja pada PD. Viera Sutra Alam di Garut. Journal Knowledge Management, 13(1), 34-48.
Kimbal, D. A., & Rahyuda, A. G. (2015). Pengaruh self-efficacy, lingkungan kerja dan dukungan atasan terhadap transfer pelatihan pada karyawan bank pembangunan daerah (BPD) Bali cabang Renon. eJournal Manajemen Unud, 4(11), 3537-3564.
Lazarus, R., & Folkman, S. (1984). Stress, appraisal, and coping. New York: Springer.
Martinko, M. J., & Mackey, J. D. (2019). Attribution theory: An introduction to the special issue. Journal of Organizational Behavior, 40(5), 523-527. doi: 10.1002/job.2397
Michel, J. S., Newness, K., & Duniewicz, K. (2016). How abusive supervision affects workplace deviance: A moderated-mediation examination of aggressiveness and work-related negative affect. Journal of Business and Psychology, 31(1), 1–22. https://doi.org/10.1007/s10869-015-9400-2
Oh, J. K., & Farh, C. I. C. (2017). An emotional process theory of how subordinates appraise, experience, and respond to abusive supervision over time. The Academy of Management Review, 42(2), 207–232. https://doi.org/10.5465/amr.2014.0347
Rahimnia, F., & Sharifirad, M. S. (2015). Authentic leadership and employee well-being: The mediating role of attachment insecurity. Journal of Business Ethics, 132(2), 363–377. https://doi.org/10.1007/s10551-014-2318-1
Rahmayani, W. E., & Wikaningrum, T. (2022). Analisis perceived organizational support, dukungan atasan dan work engagement terhadap kinerja karyawan selama masa pandemi Covid-19. Jurnal Ekonomi dan Bisnis, 23(2), 1-15.
Reeve, J. (2014). Understanding motivation and emotion. John Wiley & Sons.
Roseman, I. J. (2011). Emotional behaviors, motivational goals, emotion strategies: Multiple levels of organization integrate variable and consistent responses. Emotion Review, 3(4), 434–443. doi: 10.1177/1754073911410744
Roseman, I. J. (2013). Appraisal in the emotion system: Coherence in strategies for coping. Emotion Review, 5(2), 141–149. doi: https://doi.org/10.1177/1754073912469591
Saleem, F., Malik, M. I., & Qasim, A. (2022). Supervisor support, self-Efficacy, and employee performance: The mediating role of office de-clutter. Administrative Sciences, 12(4), 177.
Schaubroeck, J. M., Peng, A. C., & Hannah, S. T. (2016). The role of peer respect in linking abusive supervision to follower outcomes: Dual moderation of group potency. Journal of Applied Psychology, 101(2), 267–278. doi: http://dx.doi.org/10.1037/apl0000050
Sedarmayanti, S. (2009). Sumber daya manusia dan produktivitas kerja. Bandung: CV Mandar Maju.
Shaw, M. E., & Costanzo, P. R. (1982). Theories of social comparison, judgment, and perception. Theories of Social Psychology, 259-291.
Smith, J. A., & Osborn, M. (2008). Interpretative phenemenological analysis. In: Smith, J.A. (Ed.), Qualitative psychology: A practical guide to research methods (pp. 53-80). London: SAGE. doi: http://dx.doi.org/10.1002/9780470776278.ch10
Starratt, A., & Grandy, G. (2010). Young workers’ experiences of abusive leadership. Leadership & Organization Development Journal, 31(2), 136–158. doi: https://doi.org/10.1108/ 01437731011024394
Sugiyono, S. (2017). Metodologi penelitian kuantitatif, kualitatif, dan R&D. Bandung: Alfabeta.
Tepper, B. J. (2000). Consequences of abusive supervision. The Academy of Management Journal, 43(2), 178–190. doi: https://doi.org/10.5465/ 1556375.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261–289. doi: https://doi.org/10.1177/ 0149206307300812
Tepper, B. J., Moss, S. E., Lockhart, D. E., & Carr, J. C. (2007). Abusive supervision, upward maintenance communication, and subordinates' psychological distress. Academy of Management Journal, 50(5), 1169–1180. doi: https://doi.org/10.2307/20159918
Wang, C. C. D., & Castañeda-Sound, C. (2008). The role of generational status, self-esteem, academic self-efficacy, and perceived social support in college students' psychological well-being. Journal of College Counseling, 11(2), 101–118. doi: https://doi.org/10.1002/j.2161-1882.2008.tb00028.x
Xu, A. J., Loi, R., & Lam, L. W. (2015). The bad boss takes it all: How abusive supervision and leader–member exchange interact to influence employee silence. The Leadership Quarterly, 26(5), 763-774. doi: https://doi.org/10.1016/j.leaqua.2015.03.002
Zellars, K.L., Tepper, B.J. and Duffy, M.K. (2002). Abusive supervision and subordinates’ organizational citizenship behavior. Journal of Applied Psychology, 87, 1068-1076. doi: http://dx.doi.org/10.1037/0021-9010.87.6.1068
Zhang, Y., & Bednall, T. C. (2016). Antecedents of abusive supervision: A meta-analytic review. Journal of Business Ethics, 139(3), 455–471. doi: https://doi.org/10.1007/s10551-015-2657-6
Zhu, J., Song, L. J., Zhu, L., & Johnson, R. E. (2019). Visualizing the landscape and evolution of leadership research. The Leadership Quarterly, 30. 215–232. doi: https://doi.org/ 10.1016/j.leaqua.2018.06.003
