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DOI: 10.4018/IJCBPL.2018040101
Volume 8 • Issue 2 • April-June 2018
Copyright © 2018, IGI Global. Copying or distributing in print or electronic forms without written permission of IGI Global is prohibited.
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Young-Gun Choi, College of Business and Economics, Sangmyung University, Seoul, South Korea
Kyounghee Chu, College of Business, Chosun University, Gwangju, South Korea
Eun Jung Choi, College of Business and Economics, Sangmyung University, Seoul, South Korea
There are extensive studies about video game addiction. However, empirical research on this topic in
a workplace context is rare. The purpose of this study, is to empirically test how video game addiction
affects organizational behaviors and how to attenuate this effect. The SEM analysis of survey data
from office workers in South Korea found that both workplace bullying and abusive supervision
induces video game addiction in employees, and that employees’ video game addiction increases
with both work-to-family conflicts and family-to-work conflicts. Furthermore, this study specifically
found that the strength of the indirect effect of video game addiction between workplace bullying
and work-family conflicts depends on the worker’s perceived organizational supports (POS). POS
attenuates the negative impacts of workplace bullying and abusive supervision. These results are
meaningful because this is the first study to identify the dynamic mediating impact of video game
addiction in workplace.
Abusive Supervision, Perceived Organizational Support, Video Game Addiction, Work-Family Conflict,
Workplace Bullying
Today, a variety of video games has successfully launched with innovative game-related technologies.
Video games are popular leisure activities, and an interactive video game can provide a number of
opportunities for competitive and cooperative play (Williams, Yee, & Caplan, 2008). However, video
games easily result in an addictive tendency to play habitually (La Rocco, House, & French, 1980;
Lemmens, Valkenburg, & Peter, 2009). Video game use may assume the form of out-of-control
behavior. Heavy use of video games has been classified as problematic and addictive (LaRose, 2010).
Most studies have argued that video game use leads to pathological signs that are psychologically
related to addictive disorder symptoms (Kuss & Griffiths, 2012; Petry, 2012). This new diagnosis
only refers to gaming and not to other Internet-related problems, as most research has focused on
gaming specifically. However, some other studies have argued that the addictive use of video games
and other Internet applications like social media differ from each other theoretically (Young, Pistner,
& O’Mara, 1999). The dramatic increase of game users, fostered by the technological revolution in
Volume 8 • Issue 2 • April-June 2018
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games, has given rise to problematic issues like game addiction. This has occurred throughout society
and expanded to all users—children, teenagers, and adults.
Interestingly, there is a huge body of research about game addiction in children, teenagers, and
even adults, but there are not sufficient academic research studies that empirically tests employees’
game addiction and its impact in the workplace. The purpose of this study, therefore, is to examine
organizational behaviors related to video game addiction. The first step is to investigate organizational
factors that encourage video game addiction. Next, we investigate how video game addiction influences
employees’ organizational and social attitudes. Finally, this study identifies significant factors for
managing video game addiction in the workplace.
In general, the literature’s conclusions on video game addiction can be categorized into the three
angles of a classic addiction triangle: game-related, environmental, and personality factors (Kiifner,
Metzner, & Biihringer, 2006). In game-related factors, extensive time spent gaming was identified as
a risk factor for video game addiction (Rehbein, Kleimann, & Mçßle, 2010). Addicted people usually
play games when they are experiencing personal failures. Among the personality-based factors,
there is robust evidence that men have a higher risk for developing video game addiction (Mentzoni,
Brunborg, Molde, Myrseth, Skouverøe, Hetland, & Pallesen, 2011). Among potential environmental
factors, most addicted people lack successful experiences in real-life (Rehbein et al., 2010), and they
experience little parental engagement, high video games use by parents, and the divorce or separation
of parents (Batthyány, Müller, Benker, & Wölfling, 2009). Considering the context of this study—the
workplace—environmental factors are most pertinent to our study. Thus, we focused our attention
on environmental factors at work that evoke video game addiction.
The literature about problematic issues in the workplace has identified workplace bullying and
abusive supervision as two antecedents of video game addiction in general. Workplace bullying can be
conducted by more than one person, while abusive supervision is perpetrated by a boss. Transactional
stress model argues that the nature and severe level of emotional reactions following exposure to
workplace bullying and abusive supervision are functions of the dynamic interactions between the
nature of the event, individual appraisal methods, and coping processes (Lazarus, 1999; Zapf, &
Einarsen, 2003). Both workplace bullying and abusive supervision are characterized by a prolonged
exposure to interpersonal actions of a negative nature with which the target cannot cope. These are
likely to be highly stressful situations characterized by the absence of control. In the context of video
game addiction, users can develop an addiction to playing video games because they are trying to
satisfy their biopsychological needs (Griffiths, 1996).
Specifically, workplace bullying is defined as situations in which individuals believe that other
persons have subjected them to negative acts persistently over a period of time in a situation where the
individuals targeted for bullying have difficulty defending themselves (Einarsen, 2005). This definition
reveals the key elements of workplace bullying: negativity, persistence, duration, and an imbalance
of power. Since the rise of the incidence of workplace bullying, much research has been conducted
to prove its negative consequences (Astrauskaite, Perminas, & Kern, 2010; Hogh, Mikkelsen, &
Hansen, 2011). These studies showed that exposure to bullying may have highly harmful effects on
the mental health of target employees. Yet, these studies also demonstrate that some people exhibit
moderate levels of stress, like depression. Stress from workplace bullying may intensify individuals’
undesirable emotions. This then leads to engaging in addictive video game play, as a tool for relieving
their dysphoric mood states. Consequently, when game users repeat the pattern of relieving bad moods
by playing video games, it increases the psychological dependency level on video game. Accordingly,
the following hypotheses have been established:
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• Hypothesis One: Workplace Bullying is Positively Associated with video game addiction.
Second, abusive supervision is described as “subordinates’ perceptions of the extent to which
their supervisors engage in a sustained display of hostile verbal and nonverbal behaviors, excluding
physical contact” (Tepper, 2000, p.178). It means a context within which stressful stimuli cause
employees (subordinates) to experience various nervous responses (Mackey et al., 2013). Mackey et al.
(2013) state that “employees’ perceptions of abusive supervision have been related to numerous stress-
related consequences: anxiety (Tepper et al., 2007), job tension (Breaux et al., 2008), physical health
(Bowling & Michel, 2011), psychological well-being (Hobman et al., 2009), problematic drinking
(Bamberger & Bacharach, 2006), insomnia (Rafferty et al., 2010), emotional exhaustion (Yagil, 2006),
and burnout (Carlson et al., 2012)” (732p). When subordinates suffering from abusive supervision
lack personal resources, they are psychologically stressed and mentally strained. The main reason is
that they perceive themselves as incompetent (Choi, 2018; Hobman et al., 2009; Schaubroeck et al.,
2016; Tepper et al., 2007). They are easily engaged with problematic gaming when they consider it
a useful tool to relieve negative reactions and emotions, such as loneliness, stress, and depression.
Individuals unfamiliar with socializing in real world are more likely to engage in video game play
as it offers such people psychological relief and mental rewards. However, when they repeat this
action habitually to psychologically recover their confidence, self-efficacy, and self-esteem through
losing themselves in a virtual world, they are addictively dependent on video games. Accordingly,
we developed the following hypothesis:
• Hypothesis Two: Abusive supervision is positively associated with video game addiction.
The literature on video game addiction highlights that, in some circumstances, addictive video game
use can lead to various negative consequences (Rehbein & Baier, 2013). First, video game addicts tend
to show high impulsiveness (Collins et al., 2012; Rehbein et al., 2010), high acceptance of violence
(Griisser et al., 2007; Rehbein et al., 2010), low empathy (Parker et al., 2008), and inferior social
skills (Rehbein et al., 2010). Second, signs are more common among video game addicts, particularly
attention-deficit/hyperactivity disorder (Tolchinsky & Jeffferson, 2011), anxiety, and depression
(Mentzoni et al., 2011). Third, the literature of video game addition reports a number of school-related
behavioral problems. Most of the previous studies have established that school absenteeism (Batthyany
et al., 2009; Rehbein et al., 2010), lower grades, school phobia, and prior grade repetition are more
frequently associated with adolescent video game addiction (Rehbein et al., 2010).
There are none studies of video game addiction in the context of a workplace. Like in the context
of school, if employees spend a lot of time using video games rather than working hard, it might
have negative consequences on productivity. If employees play video games to occupy as much time
as possible, they don’t have enough time to fulfill their roles in the work or family domains, which
increases their work-to-family conflicts or their family-to-work conflicts. Thus, this study suggests
that video game addiction negatively influences the employee’s organizational or social attitudes by
exacerbating work-family conflict.
Work–family conf lict refers to an inter-role conflict in which role pressures from work and
family domains are incompatible. Specifically, role participation in the work (or family) is made more
difficult because of one’s role participation in the family (or work) (Greenhaus & Beutell, 1985).
Furthermore, previous researchers have identified the bidirectional characteristics of these conflicts
and have established that those conflicts can arise from work-to-family and from family-to-work
(Carlson, Kacmar, & Williams, 2000; Frone, Barnes, & Farrell, 1994). In addition, researchers have
recognized that work–family conflict can take three forms: strain-based conflict, time-based conflict,
and behavior-based conflict. They have argued that each conflict can be measured (Carlson et al.,
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2000). The predictors of work-family conflict mainly include personal dispositional factors (e.g.,
Type A and negative affect) and situational factors (e.g., role ambiguity) (Carson, 1999). However,
no research has been undertaken to investigate the impact of video game addiction on work-family
conflict. Thus, we developed the following hypotheses:
• Hypothesis Three: Video game addiction is positively associated with work-to-family conflict.
• Hypothesis Four: Video game addiction is positively associated with family-to-work conflict.
After extensively reviewing the research about workplace stresses, Kahn and Byosiere (1992) argue
that previous organizational theory studies were not concerned enough with interpersonal and
organizational factors that can be potential moderators or even solutions to conflict related stress.
Stamper and Johlke (2003) point to potential moderating variables: personality factors (Burke, Brief,
& George, 1993); interpersonal factors (family and friends); and sources of support (Ganster, Fusilier,
& Mayes, 1986; Kaufman & Beehr, 1986). However, few researchers have focused on organizational
factors in relieving the harmful effects of employees’ stress (Stamper & Johlke, 2003). Therefore,
this study suggests perceived organizational supports (POS) as an important organizational factor
for relieving the workplace bullying and abusive supervision that can lead to video game addiction.
POS is defined as “the extent to which employees perceive that their contributions are valued
by their organization, and how much the firm cares about their well-being” (Muse & Stamper, 2007,
p.517; Stamper & Johlke, 2003, p.571). While there is indirect data implying that POS will buffer
the relationship between stress and employee job outcomes like performance, very few studies have
directly examined this potential moderating role. In addition, empirical findings for the moderating
effect of social support have been mixed and inconsistent (e.g., La Rocco et al., 1980; Parasuraman,
Greenhaus, & Granrose, 1992; Stamper & Johlke, 2003).
For example, Leather, Lawrence, Beale, Cox, and Dickson (1998) report that POS moderates the
negative impact of violence (work stressors) in the workplace on both personal job-related satisfaction
and organizational outcomes (Stamper & Johlke, 2003). George, Reed, Ballard, Colin, and Fielding
(1993) establish that organizational support moderates the relationship between exposure to patients
having AIDS and the moods of employees. However, neither of these prior studies examined the
possibility that POS can buffer and relieve the detrimental effects of stress from workplace bullying
or abusive supervision on video game addiction. Hence, theoretically, because employees see POS
as a coping mechanism, POS might attenuate the stress caused by workplace bullying and abuse
supervision, thereby alleviating video game addiction (Stamper & Johlke, 2003). Thus, we developed
the following hypotheses:
• Hypothesis Five: The indirect effect of video game addiction between workplace bullying and
work-to-family conflict is stronger for low POS than for high POS.
• Hypothesis Six: The indirect effect of video game addiction between workplace bullying and
family-to-work conflict is stronger for low POS than for high POS.
• Hypothesis Seven: The indirect effect of video game addiction between abusive supervision and
work-to-family conflict is stronger for low POS than for high POS.
• Hypothesis Eight: The indirect effect of video game addiction between abusive supervision and
family to work conflict is stronger for low POS than for high POS.
Figure 1 shows this study’s hypotheses from 1 to 4.
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For the development of the questionnaire, we designed an initial, theory-based questionnaire, and
modified this questionnaire to accommodate comments and suggestions after we conducted structured
interviews with ten office workers in Seoul, South Korea. The second version of the questionnaire
was then pretested with ten office workers in an M.B.A. program in Seoul, South Korea. We finally
developed the questionnaire using the results of the pretest. For the principal research, we used
online panel groups in Embrain, one of the leading market research firms for online surveys. A self-
administered questionnaire in the online survey was distributed to office workers aged 20~59 in South
Korea. We collected 310 complete responses. The profiles of the respondents are reported in Table 1.
The instrument scales for the constructs were extracted from the theoretical framework (table 2). The
abusive supervision scales were developed by Tepper, Moss, Lockhart, and Carr (2007). Workplace
bullying scales were developed from Einarsen, Hoel, and Notelaers (2009). The workplace bullying
measure consists of three components: job-related bullying, person-related bullying, and threatening
bullying. We used the measures for video game addiction developed by Florian and Dirk (2013). The
video game addiction measure consists of four components: preoccupation/salience, conflict, loss of
control, and withdrawal. This study utilized the measures for work-family conflict and family-work
conflict developed by Robert (1996) and the measures for perceived organizational support developed
by Wayne, Shore, & Liden (1997) (refer to Table 2).
The analysis of survey data was conducted in five steps. First, a confirmatory factor analysis (CFA)
was done to identify the reliability and validity level of the variables of the study. Second, we
tested and checked the common method bias (CMB). In the third step, structural equation modeling
(SEM) was performed using AMOS 20.0 to investigate the proposed hypotheses 1 to 4. Finally,
a bootstrapping method recommended by Hayes (2013) was performed to examine the proposed
hypotheses 5 through 8.
To check the validity and reliability level of the multiple-item scales in this study, we conducted a
confirmative factor analysis (CFA) for the six constructs, including abusive supervision, workplace
bullying, video game addiction, work-family conf lict, family-work conflict, and perceived
Figure 1. Hypotheses 1 to 4
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Table 1. Subject profile
Variables Items Percentages
Age 20’s 24.2
30’s 26.4
40’s 22.3
50’s 27.0
Gender Male 47.8
Female 52.2
Industry of the company Manufacturing 29.9
Construction 9.7
Service 31.4
Public agency 5.7
Wholesale/retail 7.2
Etc. 16
Number of employees in the company Less than 10 21.1
11~50 29.6
51~300 29.6
301~1000 6.6
More than 1001 13.2
Tenure Less than 5 years 51.9
6~9 years 25.2
10~14 years 13.2
15~19 years 3.5
More than 20 years 6.3
Educational attainment Middle school 0.6
High school 16
Community college 19.5
Undergraduate school 52.8
Graduate school 11
Job title Staff 42.8
Assistant manager 17.9
Manager 17
Senior manager 13.2
Director 6
Etc. 3.1
Marital status Married 56.9
Single 43.1
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organizational support. The proposed research model is regarded as a reflective model for the CFA
analysis, as this study assumes that unobservable constructs are the causes of its measures. The
second-order constructs for workplace bullying and video game addiction were significant (p < .001)
and acceptable, and this indicates a reasonable convergent validity.
Table 3 shows convergent validity. All factors and items have loaded significantly on the
corresponding constructs. The fit statistics of our measurement model are also appropriate and
acceptable. The range of overall factor loadings for all items is between 0.701 and 0.974, which
exceeded the 0.5 threshold. Furthermore, our structural model has a good acceptable model fit (χ2 /df
Table 2. Measurement for constructs
Construct Items References
Abusive supervision (1) My boss ridicules me. Tepper
(2000).
My boss tells me my thoughts or feelings are stupid.
My boss invades my privacy.
My boss tells me I’m incompetent.
Task-related
bullying (2)
Have you ever been ordered to do work below your level of competence? Einarsen et
al. (2009)
Have you ever had your opinions ignored?
Have you ever been given tasks with unreasonable deadlines?
Workplace
Bullying
Personal
bullying (3)
Have you ever been humiliated or ridiculed in connection with your work? Einarsen et
al. (2009)
Have you ever had insulting or offensive remarks made about your person, attitudes or your private
life?
Have you ever heard of allegations made against you?
Threatening
bullying (4)
Have you ever experienced intimidating behaviors such as finger-pointing, invasion of personal space,
shoving, blocking your way?
Einarsen et
al. (2009)
Have you ever been shouted at or been the target of spontaneous anger?
Have you ever experienced physical abuse or threats of violence?
Video
game
addiction
Preoccupation/
Salience (5)
During the time that I don’t play video games, my thoughts are very much occupied by games. Florian &
Dirk (2013)
My thoughts continually circle around playing video games, even when I’m not playing.
Conflict (6) My job performance suffers as a result of my game habits. Florian &
Dirk (2013)
I am so frequently and intensively occupied with video games that sometimes I have problems at work.
People who are important to me complain that I spend too much time playing.
Because I play too much, I engage less with others.
Loss of
control (7)
I often spend more time playing video games than I planned. Florian &
Dirk (2013)
During the time I play video games, I say to myself: “Only a few more minutes,” and then I still can’t
stop playing.
I often try unsuccessfully to reduce my gaming time.
Withdrawal
(8)
If I can’t play, I am irritable and dissatisfied. Florian &
Dirk (2013)
If I don’t play for quite a while, I become restless and nervous.
Work-family conflict (9) The demands of my work interfere with my home and family life. Robert
(1996)
Things I want to do at home do not get done because of the demands my job puts on me.
My job produces strain that makes it difficult to fulfill family duties.
Due to work-related duties, I have to make changes to my plans for family activities.
Family-work conflict (10) The demands of my family or spouse/partner interfere with work-related activities. Robert
(1996)
I have to put off doing things at work because of demands on my time at home.
My home life interferes with my responsibilities at work such as getting to work on time,
accomplishing daily tasks, and working overtime.
Family-related strain interferes with my ability to perform job-related duties.
Perceived organizational
support (11)
Our management really cares about my well-being. Wayne et al.
(1997)
Our management strongly considers my goals and values.
Our management cares about my opinions
If I did the best job possible, our management would notice.
Our management takes pride in my accomplishments at work
Our management is willing to extend itself in order to help me perform my job to the best of my ability.
Help is available from our management when I have a problem.
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= 2.198; RMR = .045; GFI = .823; CFI = .919; IFI = .92; TLI = .911; RMSEA = .061). The good
indexes justified further examination of our structural model. The means (M) and standard deviation
(SD) of all constructs are presented in Table 3. The structural model shows an acceptable convergent
validity in terms of the three criteria. First, standardized path loadings were greater than 0.7 and
statistically significant, too. Second, the average variance extracted (AVE) of each factor exceeded 0.5.
Third, all path loadings were greater than 0.7. The all composite reliability (CR) measures exceeded
0.8, and the all AVEs exceeded 0.5. Therefore, convergent validity was well established (see Table 3).
Next, we examined the discriminant validity of the constructs. Discriminant validity was assessed
by comparing the χ2 of the original measurement model with its six latent constructs with the χ2 of an
alternative measurement model with only five latent constructs in which two constructs were merged
(Chen, Zhang, & Xu, 2009). This comparison was done for all of the possible combinations of any two
constructs (Chen, Zhang, & Xu, 2009). The significance test of the χ2 difference was to test both the
constrained alternative model and the original measurement model. These model comparison results
showed that the χ2 differences were all statistically significant, which demonstrated that the χ2 of the
original CFA with its six latent constructs was significantly better than any possible combinations
of two latent constructs. As further evidence of the discriminant validity, the square root of AVE for
each construct was greater than any correlations between this construct and other constructs (Chen,
Zhang, & Xu, 2009; see Table 4). Therefore, the discriminant validity of the six constructs in our
research was well supported. The composite reliability (CR) and Cronbach’s alpha were larger than
0.7. Overall, the analysis results showed that the all measurements of our study had a adequately high
level in terms of discriminant validity, convergent validity, and reliability.
For a survey with only self-reported data, there might be common method variance (CMV).
This study adopted several procedural and statistical remedies that Podsakoff, MacKenzie, Lee,
and Podsakoff (2003) suggested to alleviate and assess the magnitude of the common method bias
(CMB). First, when answering the survey, respondents were guaranteed complete confidentiality and
anonymity to lessen the evaluation apprehension effect. Furthermore, careful attention was paid to the
wording of the items, and we designed our questionnaire to reduce the ambiguity and complexity of
questions. These careful procedures for survey can reduce the likelihood that respondents will edit their
responses to be more socially desirable (Podsakoff et al., 2003; Tourangeau, Rips, & Rasinski, 2000).
Second, we did a Harman’s one-factor test on all items. A principal component factor (PCA) analysis
revealed that the first factor explained 28.5 percent of the variance. No single factor emerged, and one
Table 3. Measurement for constructs
Construct Mean SD AVE CR Cronbach’s α
Abusive supervision (1) 1.91 0.66 0.608 0.881 .854
Task-related bullying (2) 1.84 0.83 0.600 0.823 .810
Personal bullying (3) 1.50 0.66 0.694 0.925 .870
Threatening bullying (4) 1.22 0.48 0.750 0.970 .897
Preoccupation (5) 1.54 0.74 0.839 0.948 .915
Conflict (6) 1.51 0.73 0.592 0.973 .936
Loss of control (7) 1.62 0.80 0.796 0.942 .922
Withdrawal (8) 1.45 0.74 0.868 0.959 .929
Work-family conflict (9) 2.55 0.65 0.510 0.819 .701
Family-work conflict (10) 2.42 0.68 0.557 0.891 .770
Perceived organizational support (11) 3.02 0.73 0.662 0.947 .931
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factor did not account for most of variance. Furthermore, the measurement model was reexamined
adding a latent common method variance (CMV) factor. All indicators in our measurement model
were loaded on this CMV factor. We found that the addition of the CMV factor did not improve the
fit index over the measurement model without that factor. All indicators remained significant. These
results suggest that common method variance (CMV) issue is not of great concern to our study.
The hypotheses of the research model were tested, estimating path coefficients in the structural
equation modeling with standardized coefficients. The overall model fit was examined. Finally, we
found a acceptable model fit to our normalized data (χ2 /df = 2.455; RMR = .044; GFI = .836; CFI
= .92; IFI = .92; TFI = .911; RMSEA = .068). Table 5 shows the parameter estimates for the causal
paths of the direct effects (H1-H4). The empirical results suggested support for the direct effects of all
our hypotheses. Specifically, for H1, abusive supervision showed a significant effect on video game
addiction (coefficient: 0.269, p < .001). For H2, workplace bullying showed a significant effect on
video game addiction (coefficient: 0.290, p < .001). For H3, video game addiction showed a significant
effect on work-to-family conflict (coefficient: 0.415, p < .001). For H4, video game addiction showed
a significant effect on family-to-work conflict (coefficient: 0.401, p < .001).
Hypothesis Testing Results for a Mediated Moderation Model: POS
To test hypotheses 5 to 8, the bootstrapping method recommended by Hayes (2013) was used. The
bootstrapping method makes fewer unrealistic assumptions about the sampling distribution shape of
the indirect effect than does the other inferential methods (Hayes, 2013). We followed the procedure to
analyze the conditional indirect effect suggested by Preacher, Rucker, and Hayes (2007). Specifically,
we conducted bootstrap mediated moderation analyses with workplace bullying and abusive
supervision as the independent variables, with work-family conflict as the dependent variable, video
game addiction as the mediator, and POS as the moderator. A growing body of literature supports
using the bootstrapping method for examining indirect effect. The bootstrapping method is the most
popular resampling strategy to estimate and test hypotheses.
Table 4. Convergent and discriminant validity for proposed research model
1234567891011
1 .780 .478* .531* .370* .220* .213* .161* .232* .410* .333* -.207*
2 .775 .653* .493* .214* .191* .167* .235* .260* .196* -.092
3 .833 .679* .344* .305* .252* .341* .251* .245* -.085
4 .866 .492* .491* .376* .533* .229* .299* -.105
5 .916 .663* .694* .660* .242* .280* -.010
6 .769 .658* .645* .290* .297* .031
7 .892 .652* .220* .239* .015
8 .932 .304* .348* .024
9 .714 .648* -.082
10 .746 -.067
11 .813
Note: The numbers in the diagonal line are the square root of average variance extracted (AVE) by each construct.
The numbers above the diagonal are the correlation coefficients between the constructs.
*: p< 0.001 (two-tailed)
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Mediated moderation model explains both how (mechanism) and when (context) a given effect
occurs. Formally, mediated moderation occurs when the magnitude of an indirect effect is dependent on
the third variable, or, when a mediation relationship is contingent on the specific level of a moderator.
That is, the mediated moderation model can explain the causal relationship between four variables
(independent variable, dependent variable, mediator, and moderator). To test whether the mediation
model was moderated, we followed the suggestions of Preacher and Hayes (2008) and Hayes (2013),
using the SPSS macro PROCESS. PROCESS is a macro program developed to analyze an integrated
model that consists of moderation and mediation, or a combination of the two. It can estimate the
regression coefficients and confidence intervals of paths in the model through OLS and ML. It can
also estimate the direct-indirect effect and the conditional indirect effect in the mediated moderation
and moderated mediation models.
Therefore, we tested hypothesis 5 (see Figure 2) by using bootstrap mediated moderation analyses
with workplace bullying as the independent variable, the work-family conflict as the dependent
variable, video game addiction as the mediator, and POS as the moderator. Workplace bullying had
a significant effect on video game addiction (t = 5.51, p < .01). Video game addiction positively
influenced work-family conflict (t = 2.91, p < .01). Workplace bullying and POS also had a significant
interaction effect on video game addiction (t = -4.21, p < .01), implying that the relationship between
workplace bullying and video game addiction is moderated by POS. The conditional indirect effect
by POS on work-family conflict via a mediator (video game addiction) was significant. The 95%
bootstrap BC confidence interval did not contain 0 {.1262, .3038}, indicating a mediated moderation
Table 5. Results of direct paths tested via SEM (H1&H4)
Hypothesis Paths coefficienta
H1 Abusive supervision → Video game addiction 0.269*** Supported
H2 Workplace bullying → Video game addiction 0.290*** Supported
H3 Video game addiction → Work to family conflict 0.415*** Supported
H4 Video game addiction → Family to work conflict 0.401*** Supported
Fit Index χ2 /df= 2.455; RMR = .044; GFI = .836; CFI = .92; IFI = .92; TLI = .911.; RMSEA = .068
a: standardized path coefficient values are presented
*: p< .05 (two-tailed), **: p < .01 (two-tailed), ***: p < .001 (two-tailed)
Figure 2. Hypothesis 5 tested
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effect. The conditional indirect effect of work-place bullying was significant for both low and high
POS (low POS: {.0067, .0646}, high POS: {.0004, .0182}), as the 95% BC confidence intervals of
a bootstrap did not contain 0. The indirect effect of video game addiction is bigger for low POS than
for high POS (low POS: .0371, high POS: .0049), indicating that the mediation effect of video game
addiction is stronger for low POS, compared to high POS. Thus, H5 was supported (See Tale 6).
We tested hypothesis 6 (see Figure 3) by conducting bootstrap mediated moderation analyses
with workplace bullying as the independent variable, the family-work conflict as the dependent
variable, video game addiction as the mediator, and POS as the moderator. Workplace bullying
had a significant effect on video game addiction (t=5.51, p<.01). Video game addiction positively
influenced family-work conflict (t=4.01, p<.01). Workplace bullying and POS also had a significant
interaction effect on video game addiction (t=-4.21, p<.01), implying that the relationship between
workplace bullying and video game addiction is moderated by POS. The conditional indirect effect
of POS on family-work conflict via a mediator (video game addiction) was significant. A mediated
moderation effect was found, as the 95% bootstrap BC confidence interval did not contain 0 {.0516,
.2350}. The conditional indirect effect of work-place bullying was significant for both low and high
POS (low POS: {.0258, .0862}, high POS: {.0012, .0200}), as the 95% BC confidence intervals of
a bootstrap did not contain 0. The indirect effect of video game addiction is bigger for low POS than
for high POS (low POS: .0528, high POS: .0070), indicating that the mediation effect of video game
addiction between workplace bullying and family-work conflict is stronger for low POS than for high
POS. Thus, H6 was supported (See Table 7).
To test hypothesis 7 (see Figure 4), we conducted bootstrap mediated moderation analyses
with abusive supervision as the independent variable, the work-family conflict as the dependent
variable, video game addiction as the mediator, and POS as the moderator. Abusive supervision
had a significant effect on video game addiction (t=2.25, p<.05). Video game addiction positively
influenced work-family conflict (t=3.92, p<.01). Abusive supervision and POS also had a significant
interaction effect on video game addiction (t=3.67, p<.01), implying that the relationship between
abusive supervision and video game addiction was moderated by POS. POS’ conditional indirect
effect on work-family conflict via a mediator (video game addiction) was significant. A mediated
moderation effect was found, as the 95% bootstrap BC confidence interval did not contain 0 {.2643,
.4667}. The conditional indirect effect of abusive supervision was only significant for low POS (low
POS: {.0196, .0875}), as the 95% BC confidence intervals of a bootstrap did not contain 0. High POS
yielded a 95% confidence BC interval {-.0014, .0110}. It did contain 0, so the indirect effect of high
POS was not significantly different from 0 at α= .05. Therefore, the results show that for workers
with low POS, abusive supervision produces higher video game addiction, which, in turn, leads to
higher work-to-family conflict. For workers with high POS, on the other hand, abusive supervision
does not produce higher video game addiction, indicating that the mediation effect of video game
Table 6. Results of mediated moderationa: conditional indirect effect by POS a (H5)
DV Mediators Indirect effect Boot SE LL CI UL CI
Work-family
conflict
Video game
addiction
.2150*** .0451 .1262 .3038
DV Moderators Indirect effect Boot SE LL CI UL CI
Video game
addiction
High POS .0049 .0041 .0004 .0182
Low POS .0371 .0153 .0067 .0646
a: bootstrapped conditional indirect effect of workplace bullying on work-family conflict via the mediator at specific values of the moderator, POS. N=5000
Bootstrapping resamples; LL CI and UL CI = Lower level and Upper level of the bias corrected and accelerated confidence interval for α =0.05. *p < .05; **
p < .01; *** p < .001
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Table 7. Results of mediated moderationa: conditional indirect effect by POS a (H6)
DV Mediators Indirect effect Boot SE LL CI UL CI
Family-work
conflict
Video game
addiction
.1433** .0466 .0516 .2350
DV Moderators Indirect effect Boot SE LL CI UL CI
Video game
addiction
High POS .0070 .0048 .0012 .0200
Low POS .0528 .0157 .0258 .0862
a: bootstrapped conditional indirect effect of workplace bullying on family-work conflict via the mediator at specific values of the moderator, POS. N=5000
Bootstrapping resamples; LL CI and UL CI = Lower level and upper level of the bias
Figure 3. Hypothesis 6 is tested
Figure 4. Hypothesis 7 is tested
Volume 8 • Issue 2 • April-June 2018
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addiction between abusive supervision and work-family conflict is stronger for low POS than high
POS (low POS: .0452, high POS: .0027). As a result, H7 is confirmed (See Table 8).
To test hypothesis 8 (see Figure 5), we conducted bootstrap mediated moderation analyses with
abusive supervision as the independent variable, family-work conflict as the dependent variable, video
game addiction as the mediator, and POS as the moderator. Abusive supervision had a significant
effect on video game addiction (t=2.25, p<.05). Video game addiction positively influenced family-
work conflict (t=4.75, p<.01). Abusive supervision and POS also had a significant interaction effect
on video game addiction (t=3.67, p<.01), implying that the relationship between abusive supervision
and video game addiction is moderated by POS. POS’ conditional indirect effect on family-work
conflict via a mediator (video game addiction) was significant. A mediated moderation effect was
found, as the 95% bootstrap BC confidence interval did not contain 0 {.1741, .3812}. The conditional
indirect effect of abusive supervision was only significant for low POS (low POS: {.0267, .1014}),
as the 95% BC confidence intervals of a bootstrap did not contain 0. Rather, high POS yielded a 95%
confidence BC interval {-.0018, .0114}. It did contain 0, so the indirect effect of high POS was not
significantly different from 0 at α= .05. Therefore, the results show that for workers with low POS,
abusive supervision produces higher video game addiction, which, in turn, leads to higher family-
to-work conflict. Rather, for workers with high POS, abusive supervision does not produce higher
video game addiction, indicating that the mediation effect of video game addiction between abusive
supervision and family-work conflict is evidently stronger for low POS than high POS (low POS:
.0560, high POS: .0033). As a result, H8 is confirmed as well (See Table 9).
Table 8. Results of mediated moderationa: conditional indirect effect by POS a (H7)
DV Mediators Indirect effect Boot SE LL CI UL CI
Work-family conflict Video game
addiction
.3655*** .0515 .2643 .4667
DV Moderators Indirect effect Boot SE LL CI UL CI
Video game addiction High POS .0027 .0028 -.0014 .0110
Low POS .0452 .0165 .0196 .0875
a: bootstrapped conditional indirect effect of abusive supervision on work-family conflict via the mediator at specific values of the moderator, POS.
N=5000 Bootstrapping resamples; LL CI and UL CI = Lower level and Upper level of the bias corrected and accelerated confidence interval for α =0.05. *p <
.05; ** p < .01; *** p < .001
Figure 5. Hypothesis 8 is tested
Volume 8 • Issue 2 • April-June 2018
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This study investigated the impact of stresses from workplace bullying and abusive supervision on
employees’ video game addiction; how their video game addiction influences their work-family
conflicts; and whether POS attenuates the mediating effects of video game addiction on the relationship
between these stresses and work-family conflict. The findings can be summarized as follows: first,
both workplace bullying and abusive supervision induce video game addiction in employees. Second,
employees’ video game addiction increase both in work-to-family conflicts and family-to-work
conflicts. Finally, video game addiction mediates the relationship between the stresses from abusive
supervision/workplace bullying and work-family conflicts. In addition, the results of mediated
moderation show that the strength of the indirect effect of video game addiction between workplace
bullying and work-family conflict depends on the POS.
Specifically, the indirect effect of video game addiction on the relationship between workplace
bullying and work-family conflicts is stronger for low POS than for high POS. In a low POS situation,
the indirect effect of video game addiction on the relationship between workplace bullying and work-
family conflicts manifests. Notably, workplace bullying always triggers work-family conflicts by
mediation of video game addiction and POS attenuates the mediation effect. Although companies
may improve the level of POS for employees, workplace bullying will still encourage video game
addiction, which arouses work-family conflicts. Conversely, when POS is low, abusive supervision
arouses work-family conflicts mediated by video game addiction, workplace bullying does not. If
companies improve the level of POS for employees, abusive supervision should not induce video
game addiction. These results mean that whereas for workplace bullying, POS attenuates the negative
mediation effect of video game addiction, for abusive supervision, only low POS activates the
negative mediation effect of video game addiction. Applying social exchange theory to a workplace
context, the organization was personified to present the organization and its employees (members)
(Levinson, 1965; Choi et al., 2016). This was done for three reasons: (1) the organization may be
unintentionally abetted by its legal, financial, and moral perspectives to act (Choi et al., 2016); (2)
the rules, norms, and policies of the organization can provide a direction for continuity and suggest
the desirable role of members; and (3) the power of the organization is applied to its members by its
agent (Choi et al., 2016). As members have a long-term relationship with the organization’s agent,
they think that the organization puts a high value on their contributions and are able to focus on their
jobs (Choi et al., 2016).
Therefore, when supervisors treat subordinates abusively, subordinates regard their supervisors
as the agent of their organizations, so they mistake abusive supervision by their supervisor for abusive
supervision by their organization. POS is defined as “the extent to which employees perceive that
their contributions are valued by their organization, and that the firm cares about their well-being”
Table 9. Results of mediated moderationa: conditional indirect effect by POS a (H8)
DV Mediators Indirect effect Boot SE LL CI UL CI
Family-work
conflict
Video game
addiction
.2776*** .0526 .1741 .3812
DV Moderators Indirect effect Boot SE LL CI UL CI
Video game
addiction
High POS .0033 .0032 -.0018 .0114
Low POS .0560 .0181 .0267 .1014
a: bootstrapped conditional indirect effect of abusive supervision on family-work conflict via the mediator at specific values of the moderator, POS.
N=5000 Bootstrapping resamples; LL CI and UL CI = Lower level and Upper level of the bias corrected and accelerated confidence interval for α =0.05. *p <
.05; ** p < .01; *** p < .001
Volume 8 • Issue 2 • April-June 2018
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(Muse & Stamper, 2007, p. 517; Stamper & Johlke, 2003, p. 571). If companies improve the level
of POS for their subordinates when supervisors have been treating subordinates abusively, then they
perceive that they are valued by their organization. At a high level of POS, they recognize the real
organization’s treatment of them rather than that of the agents. At this moment, they can overcome
the stress from abusive supervision and they don’t need to turn to video game use to avoid it. Because
of the assailant, workplace bullying is different than abusive supervision. The assailants of are the
people surrounding the victim, which does not necessarily mean their supervisor. When employees
experience workplace bullying, they don’t mistake assailants for their organizations. Therefore, while
POS can attenuate the effect of workplace bullying on video game use, it cannot remove the effect.
This study makes two kinds of academic contributions. First, we introduced video game addiction
in the context of the workplace and investigated organizational behaviors related to it. Our study
is the first to empirically verify the antecedents and consequences of video game addiction in the
workplace. Second, we introduced the transactional stress model to explain the emergence of video
game addiction in the workplace. Our study shows that video game addiction is deeply related to
stresses from workplace situations and that these stresses can be attenuated or removed by POS.
We also provide some managerial contributions. As the internal competition in a company
becomes stronger, abusive supervision or workplace bullying can appear, and it can induce video game
addiction, which in turn increases employees’ work-family conflicts. That is, video game addiction
should be viewed as both an individual issue and an organizational issue. However, because abusive
supervision and workplace bullying are informal behaviors, it is very difficult to identify or prevent
these negative behaviors. Given this context, CEOs need to attentively monitor abusive supervision
and workplace bullying by observing employees’ video game addiction. When they find heavy
video game use, they should investigate through a face-to-face talk whether abusive supervision or
workplace bullying is occurring. If necessary, they should decide whether a personnel transfer to
another department or work team would help. They should also consider ways to improve the level
of POS for employees to attenuate or remove the negative effects of workplace bullying and abusive
supervision.
The results of this research offer several insights into the relationship between organizational behaviors
and video game addiction. However, we acknowledge the following limitations in the study. First,
we collected our survey responses from employees from South Korea. However, some national and
cultural issues in this organizational context might also exist. Our finding are reliable and valid, but
only within a particular context so that a future study should reexamine our research model in other
contexts in various countries. Next, as the key variables in this study were measured at the same
time, we cannot verify that their relationships are consistent over time. However, in this study, the
sequence of survey questions is presented in reverse order to the research model to prevent additional
problems and issues.
Eun Jung Choi is the corresponding author for this article.
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