ScholarWorks@성균관대학교

초록

PurposeWorkplace hazing refers to coercive or demeaning initiation practices that impose psychological costs on employees, draining personal resources in ways that threaten their work engagement and, if left unchecked, may erode both individual wellbeing and organizational performance. Drawing on conservation of resources theory, this article aims to examine why workplace hazing undermines work engagement and how this harmful organizational behavior can be mitigated.Design/methodology/approachData from 1,217 young workers across industries in Malaysia were collected via a survey and analyzed using partial least squares structural equation modeling (PLS-SEM).FindingsWorkplace hazing reduces work engagement (the "what" or main effect) under the influence of emotional exhaustion (the "why" or mediation effect), which, nonetheless, could be mitigated by the fear of negative evaluation (the "how" or moderation effect).Originality/valueThis article advances theoretical understanding by specifying an emotional resource-depletion mechanism (emotional exhaustion) and a qualifying boundary condition (fear of negative evaluation), thereby clarifying both the route through which workplace hazing harms work engagement and the circumstances under which that harm is less pronounced (greater fear of negative evaluation), with clear implications for managerial prevention and response.

키워드