The Impact of Abusive Supervision and Self-controlling Capacity on Affective Commitment: A Validation on Non-Managerial Employees in Apparel Industry, Sri Lanka.

Abstract

The study explores the impact of abusive supervision on affective commitment among non-managerial employees in the Sri Lankan apparel industry, emphasizing the moderating role of self-control capacity. This research addresses a critical gap by focusing on the Sri Lankan apparel industry, which struggles with the affective commitment level of non-managerial employees. Data were collected from 257 non-managerial employees across three knitted export organizations in Sri Lanka using validated scales for affective commitment, abusive supervision, and self-control capacity. The methodological approach involved quantitative analysis to test the hypothesized relationships, utilizing principles from social exchange theory, particularly emphasizing exchange ideology. Statistical techniques, including regression analysis, were used to determine the impact of abusive supervision on affective commitment and to assess the moderating effect of self-control capacity. The results indicate a significant negative impact of abusive supervision on affective commitment, consistent with previous research findings. However, the study found that the moderating effect of self-control capacity on this relationship was not statistically significant. This suggests that even though non-managerial employees possess a moderate level of self-control capacity, it may not be adequate to mitigate the impact of abusive supervision on affective commitment. The findings highlight the critical need for organizations to address supervisory behavior and foster positive social exchange to enhance employee commitment and promote self-control among non-managerial employees, ultimately leading to improved organizational outcomes.