ABUSIVE SUPERVISION AND EMPLOYEES' WELL-BEING AMONG PARAMEDICS: THE MEDIATING ROLE OF JOB SATISFACTION

Abstract

The current study seeks to investigate the connection between paramedics' well-being and abusive supervision. It was further intended to explore the role of job satisfaction as a mediator. Moreover, to assess the gender differences among paramedics. Considering the hierarchical structure of healthcare organizations and the emotionally taxing aspects of paramedical work, it is essential to grasp these dynamics in culturally specific settings such as Pakistan. The study's base design was correlational. The purposive sampling technique included males (n = 154) and females (n = 146) with ages ranging from 25 to 50 years. The scales used were the Abusive Supervision Scale, the BBC Well-being Scale, and the Job Satisfaction Scale. The results showed a strong inverse relationship between job satisfaction, employees' physical and mental health, and abusive supervision. The association between abusive supervision and both characteristics was mediated by work satisfaction. In particular, a higher degree of abusive supervision was associated with lower job satisfaction, which led to lower psychological and physical well-being. Additionally, independent t-tests showed that although abusive supervision or job satisfaction show no significant differences between genders but male paramedics showed significantly higher psychological wellbeing (p = .040) and overall wellbeing (p = .016) than their female employees. The results imply that workplace stressors that affect well-being are influenced by gender-specific experiences and societal expectations. The study demonstrates the negative effects of abusive supervision on paramedics' physical and emotional well-being and identifies job satisfaction as a protective factor against abusive supervision. The results are consistent with the Conservation of Resources (COR) theory, showing that job satisfaction serves as a psychological barrier to prevent resource depletion brought on by poor leadership. These findings, which focus on the need for leadership reform, supervisors' accountability, staff wellbeing initiatives, and gender-inclusive support systems in Pakistani healthcare settings, are important for policymakers and healthcare leaders.