Do job satisfaction and work engagement mediate the effects of psychological contract breach and abusive supervision on hotel employees’ life satisfaction?

ABSTRACT

The current study draws on conservation of resources theory to examine the mediating roles of job satisfaction, and work engagement in the effects of psychological contract breach and abusive supervision on life satisfaction. Using a time lag of five months, a two-wave data were gathered from 274 full‒time frontline employees working in 4–5 star hotels in Accra in Ghana. The hypotheses were tested using structural equation modeling. The results demonstrated that psychological contract breach negatively influenced frontline employees’ life satisfaction. However, abusive supervision was not si gnificantly related to frontline employees’ life satisfaction. Furthermore, job satisfaction and work engagement fully mediated the relationship of abusive supervision and psychological contract breach with life satisfaction. This is the first study which demonstrates that psychological contract breach can foster hotel employees’ life satisfaction, and identifies job satisfaction and work engagement as mechanisms through which psychological contract breach and abusive supervision predict life satisfaction.

本研究以资源守恒理论为基础，探讨工作满意度、工作投入在心理契约破裂、虐待性监督对生活满意度影响中的中介作用. 利用5个月的时间差，从在加纳阿克拉4-5星级酒店工作的274名全职一线员工收集了两波数据. 利用结构方程模型对假设进行了检验. 结果表明，心理契约破裂对一线员工的生活满意度有负向影响. 然而，滥用职权与一线员工的生活满意度无显著相关. 此外，工作满意度和工作投入完全中介了滥用监督和心理契约破裂与生活满意度的关系. 本研究首次证明心理契约破裂能促进饭店员工的生活满意度，并将工作满意度和工作投入作为心理契约破裂和滥用监督对生活满意度的预测机制.

KEYWORDS:

• Psychological contract breach
• abusive supervision
• job satisfaction
• work engagement
• life satisfaction