In the model in my thesis, I draw a direct link between the two constructs organizational constraints and workload to the construct Abusive Supervision. Studies have shown that constraints and workload are stressors and negatively impact performance, motivation and well-being. I justify an increase in Abusive Supervision that way, that there were studies that have shown that supervisors e.g. treat the employees hostilely, because they perform poorly and thus throw a bad light on the supervisor. Can I put my questionnaire under these assumptions? And just assume from previous works, without interrogating the performance separately, that the two stressors have a negative impact on performance and thus favor hostile supervisor behaviour?
Like this: Organisational Constraints ++----> Abusive Supervision
Or do i Need to put it this way: Organisational Constraints- - ----> Perfomance ++-----> Abusive Supervision
I hope my Question is understandable. Thanks in Advance!
Best Regards
Kim
You can develop your questionnaire, based on these assumptions, and then use the results to possibly falsify those assumptions, which would be great, as that's the goal of science anyway. But you need to word the questionnaire in a way that does not produce a bias towards or away from your assumption.
Is our questionnaire going to be a large scale survey or an interview? If it's an interview especially, you're going to want the questions to be open ended so as not the lead the interviewee. So you wouldn't want a question like "do you agree that when your work is of poor quality, your supervisor acts abusively?" And instead perhaps ask "how does your supervisor respond to the quality of your work?"
Daniel Goldman, thank you for your quick answer. I am using a scale survey. where i use the scales from the constructs: "CSE" and "Control experience" as traits from employees and "organisational constraints" and "quantitative workload" as demands to see their impact on experiencing "Abusive Supervision" (another scale) at work. In the last step i measure "emotional well being", to see the impact of Abusive Supervision on well-being of the employees. So in sum I have 6 different scales I need to use in my questionnaire.
It seems fine to use your assumptions to develop your questionnaire, and the scale. How are you going to measure emotional well being?
Daniel Goldman, with the JAWS scale from Spector et al. http://shell.cas.usf.edu/~pspector/scales/jawspage.html
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