EXAMINING THE RELATIONSHIPS BETWEEN PERCEPTIONS OF ABUSIVE SUPERVISION, ORGANIZATIONAL JUSTICE, SELF-EFFICACY AND WORK PERFORMANCE AMONG MARKETING PROFESSIONALS IN NIGERIAN BANKS

Abstract

Due to increased market competition among the commercial banks in Nigeria that was engendered by recapitalization that led to acquisition of banks or mergers, managershave been under intense pressure to continue to increase the capital base of these banks. To achieve this, managers set targets for employees at the marketing department of various banks and mandate them to meet those targets or face consequences that range from pay cut to outright dismissal. In a bid to mount pressure on these marketers to meet expectation, managers may exhibit behaviours that may be perceived as abusive. This study examined the relationships between perceptions of abusive supervision, organizational justice, self-efficacy, and work performance among marketing employees in the banking sector in Southeastern, Nigeria. Cross-sectional data were collected from 192 employees through stratified sampling technique. Consistent with all our hypotheses, the results of the hierarchical multiple regression analysis indicated that perception of abusive supervision was negatively related to work performance. Perceived organizational justice was positively related to work performance, and self-efficacy was not related to work performance. These results imply that when employees are abused their work performance decreases, therefore managers should be fair in the administration of responsibilities and also encourage employees to develop and be more self-efficacious.