Abstract:

The harmonious and supporting relationships that employees establish with managers and colleagues in the workplace make the work easier and more pleasant, while the stressful relationships negatively affect the employee's psychological health and lead to a decline in performance. In this context, the study examined the relationships between managerial behavior and employee performance, which is one of the negative behaviors encountered in the workplace, and the role of serial mediation, along with the role of work stress and emotional exhaustion in this relationship. For this purpose, the data used in the study was collected from 367 nurses working in private and public hospitals in the Adana province. In the framework of the study, the verifying factor analysis was first done in order to reveal structural validity and the results of the achieved values found that χ/sd = 1,77; p < ,01; CFI = ,96; TLI = ,96; RMSEA = ,05; SRMR = ,03 model was well compatible. The Cronbach Alfa internal consistency ratio was also taken into account in relation to the reliability of the scales used in the study and found that the social balancing, work stress, emotional exhaustion and performance scales were reliable with the values ,96; ,92; ,94 and ,92 respectively. Relationships between variables have been revealed by correlation analysis and the findings have been statistically meaningful. In addition, it has been determined that the effect of social undermining on employee performance is a serial mediator effect of job stress and emotional burnout. These findings are discussed in the theoretical context.

Abstract:

Employees’ supportive relations with their managers and coworkers enable their job easier and more pleasant whereas stressful relations affect their psychological health in a negative way and decrease their job performance. In this context in the study, the effect of managerial social undermining behaviors on job performance is examined. Moreover, the multiple serial mediator roles of job stress and emotional exhaustion in this relationship are also investigated. For this purpose, the data used in the study is collected from 367 nurses working in private and public hospitals in Adana. Within the context of the research firstly confirmatory factor analysis is conducted in order to reveal the construct validity χ/sd = 1,77; p < ,01; CFI = ,96; TLI = ,96; RMSEA = ,05; SRMR = ,03 . Moreover, regarding the reliability of the scales used in the study Cronbach Alpha, internal consistency coefficient is taken into consideration and it is revealed that the social undermining, job stress, emotional exhaustion, and performance scales are reliable with the coefficients of ,96; ,92; ,94 ve ,92. The relationships between the variables are produced with correlation analysis and the results are proved statistically significant. In order to test the model structural equation modelling and serial multiple mediation analysis regarding bootstrap method are used. Research findings revealed that managerial social undermining behavior has a negative effect on employee performance and a positive effect on job stress and emotional exhaustion. Moreover, it is revealed that job stress and emotional exhaustion have negative effects on performance. In addition to these, the results showed that job stress has a mediating role in the relationship between social undermining and job performance. Similarly, it is asserted that emotional exhaustion has a mediating role in the relationship between social undermining and job performance. Furthermore, job stress and emotional exhaustion have a multiple serial mediation effect in the relationship between social undermining and employee performance. These obtained results are discussed according to theoretical context

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