Abusive supervision and work engagement in the Nigerian public service sector: Do strengths use, and promotion focus matter?

Abstract

This study examined experiences of abuse and work engagement behaviours of general employees in the Nigerian public service sector. Cross-lagged survey data were collected from 219 workers (female = 57.3%; age range = 24 – 59 years, mean age = 46.96 years, SD = 5.01 years). The employees completed the Abusive Supervision Scale (ASS), the Strengths Use Questionnaire (SUQ), the Promotion Focus Scale (PFS), and the Short version of the Utrecht Work Engagement Scale (UWES-9). Results of the hierarchical multiple regression analysis showed that employees with high perception of abusive supervision reported lower work engagement behaviours. Additionally, the results indicated that employees with high perception of strengths use and strong promotion focus reported higher work engagement behaviours. The results also showed strengths use and promotion focus to moderate the negative relationship between abusive supervision and work engagement behaviours in that workers with a high sense of strengths use and strong promotion focus reported high work engagement behaviours regardless of their high perception of abusive supervision. Therefore, we conclude that strengths use and promotion focus facilitates work engagement regardless of employees’ adverse work experiences.

Keywords:

• abusive supervision
• Nigerian public service
• promotion focus
• strengths use
• work engagement