Abstract

Impact of supervisors using smartphones while interacting with subordinates. Results show that this
behavior reduces subordinates' identification with the supervisor and causes psychological distress, but
self-control can weaken this negative effect.

Introduction:

The increased reliance on smartphones for personal and professional communication, known as
phubbing, is negatively impacting relationship quality. Phubbing refers to the act of snubbing someone
by looking at your phone instead of paying attention. Phubbing has been extensively studied in private
life, but little is known about its effects in the workplace. Research has shown that phubbing by
supervisors during meetings is negatively correlated with employee work engagement, job satisfaction,
and performance. The relationship between supervisors' phubbing behavior and subordinates'
identification with supervisors has not been explored. Psychological distress is proposed as a mediating
mechanism in this relationship, as employees experience distress when facing inattentive
communication from their supervisors. Additionally, employees who are victims of phubbing may
distance themselves from their supervisor. The relationship between phubbing behavior and supervisor
identification may also be influenced by a subordinate's self-control. High self-control may help
employees restrain themselves from negative reactions to phubbing behavior. This study aims to
examine the effects of supervisor phubbing on supervisor identification, the mediating role of
psychological distress, and the moderating role of self-control. The study contributes to the
understanding of the negative impact of phubbing in the workplace and its underlying mechanisms.

Theory and hypotheses development

COR theory

The widely-used COR theory explains how stressful events in the workplace affect employees. It states
that employees strive to gain and protect valuable psychological resources, but experience stress when
these resources are threatened or depleted. Stressors can come from various sources, including
supervisor behavior. The theory also suggests that perceived threats to resources impact employees'
attitudes and behaviors. Supervisor phubbing behavior, in particular, can deplete resources and lead to
psychological distress. However, employees' self-control can mitigate the negative effects. Applying COR
theory to the study of phubbing can provide insights into the negative outcomes experienced by
employees.

Supervisor phubbing and supervisor identification

Supervisor identification is the subjective connection between an individual and their supervisor. It plays
a crucial role in organizations as it affects how valued subordinates feel and how they behave. This
association is linked to various employee outcomes like job satisfaction, intention to stay, intrinsic
motivation, and performance. Phubbing, the impolite behavior of a supervisor towards subordinates,
disrupts communication norms and negatively impacts their identification with the supervisor. This can
lead to a detachment between the two parties

Psychological distress as mediator

Psychological distress refers to negative psychological states characterized by fear, depression, and
anxiety. It arises from stressful events and negatively affects employees' well-being, effectiveness,
efficiency, and performance. Disrespectful behavior and phubbing (ignoring or snubbing someone in
favor of a mobile phone) by supervisors are major predictors of psychological distress among
employees. This distress depletes subordinates' psychological resources, causing them to distance
themselves from their supervisor. It also impairs supervisor identification, and psychological distress acts
as a mediating factor between supervisor phubbing behavior and subordinates' identification.

Self-control as a moderator

Research has recognized the importance of psychological resources in responding to adversities, such as
self-control. Self-control is the ability to override unwanted responses and refrain from acting on them.
It varies among individuals, impacting their ability to cope with stress. High self-control acts as a
protective factor against negative workplace experiences, while low self-control leads to illegitimate
emotional and behavioral responses. The relationship between a supervisor's phubbing behavior and
subordinates' identification with their supervisor is influenced by the level of self-control. High self-
control weakens this relationship, while low self-control strengthens it.

Discussion
Research has shown that increased dependency on technology has both facilitated and brought
adversities to human life. This study focuses on the emerging issue of phubbing during face-to-face
communication in the workplace and its consequences. The negative effect of a supervisor's phubbing
behavior on subordinates' identification with their supervisor was supported, indicating that
subordinates detach themselves when they feel ignored. Psychological distress was found to mediate
the relationship between phubbing behavior and supervisor identification, as the behavior threatens
and depletes subordinates' psychological resources. The study also found that the negative impact of
phubbing is lower in employees with high self-control. The findings highlight the potential negative
impacts of technology in organizational settings and emphasize the importance of non-disruptive and
engaging interaction with supervisors. Phubbing was found to have negative impacts on employees'
attitudes and behaviors, but self-control can buffer these effects

Theoretical contributions
This study contributes to the emerging field of the dark side of human-computer interaction and
workplace interpersonal relationships. Previous research on phubbing has primarily focused on romantic
relationships, while fewer studies have examined its impact in workplace settings. The study highlights
the negative effects of phubbing behavior by supervisors on subordinates' identification with their
supervisor and psychological distress. It expands the understanding of the underlying mechanisms by
theorizing and empirically establishing psychological distress as a mediating mechanism between
supervisors' phubbing behavior and subordinates' identification. Additionally, the study examines the
contingent effect of subordinates' self-control on the relationship between supervisors' phubbing
behavior and subordinates' supervisor identification. It provides self-control as a potential boundary
condition that mitigates the negative impacts of phubbing.

Practical implications
This study suggests that supervisors should be aware of responsible smartphone usage and avoid
phubbing in the workplace. While smartphones can have positive impacts, there are also negative
impacts that need to be addressed. Supervisors should minimize phone usage during face-to-face
interactions with subordinates, maintain eye contact, and give full attention. Policies should be
implemented to discourage phone usage during meetings, and a culture of mutual respect and
responsible smartphone usage should be promoted. Soft skills training for supervisors and building self-
control in employees can combat workplace stressors like phubbing. Attention to nonverbal
communication is essential for healthy relationships.

Study limitations and future research directions

This study has limitations regarding the measurement of a supervisor's mobile phone usage and the self-
reported data collected. Future research should explore the effects of mobile phone usage during face-
to-face communication on employee outcomes and consider alternative methods such as triangulation
in data collection. Smartphone features that track phone activity could provide more accurate data.
Longitudinal studies could establish causality. Other factors such as social and cultural aspects should be
examined, and different forms of employee identification should be explored.

Conclusion

This study highlights the negative impact of a supervisor's phubbing behavior on subordinates'
identification with their supervisor. This behavior causes psychological distress, but those with high self-
control are less affected. It is recommended that supervisors reduce mobile phone usage during
interactions with subordinates, and organizations should regulate smartphone usage in the workplace.
Further research on phubbing can help improve organizational performance. Data availability and
research ethics were ensured, and informed consent was obtained from all participants.