Abstract:

Altruistic behaviors are shown to benefit others without any self-interest as prosocial behavior. Altruistic behaviors have contributions to social life as well as organizational life. Determining which factors affect altruism in organizational environments is essential for organizational effectiveness. Another issue in ensuring this effectiveness is the abusive supervision perceptions within the organization. Employees may face rude and undesirable words and behaviors from the manager in the workplace. These behaviors increase the employees' stress and cause negative work attitudes and behaviors. While abusive management causes an increase in the perception of injustice, deviant work behavior, job dissatisfaction, and work-family conflict, it causes a decrease in perceptions of job performance, commitment, and support. A psychological contract or breach of psychological contract may change management and employee relations balance. This research examined the relationship between abusive supervision perception and altruistic behavior and the moderator role of psychological contract violation perception in this relationship. Data were collected from 294 people working in the manufacturing sector by convenience sampling method. Correlation and regression analysis were performed for hypothesis testing. According to the results, it is seen that abusive supervision affects altruism negatively and significantly. The abusive supervision perception explains 24% of the negative change in employee altruism. The perception of psychological contract violation increases the negative relationship between abusive supervision and altruism. As a result, the findings show that the perception of abusive supervision reduces altruistic behaviors. The employees' high perception of psychological contract violation increases the negative effect of abusive supervision on altruism.

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