Peer Abusive Supervision And Silence ——A View Of Affective Events Theory

Since Tepper put forward the concept of abusive management,this negative leadership style has attracted the attention of many scholars.Recently,scholars have begun to focus on abusive management as perceived by third parties to study the impact of abusive management on a wider range of third parties in an organization.Based on emotional event theory,this paper studies the mediating role of fear in abusive management and third-party organizational silence,as well as the moderating role of leader-member exchange and organizational support in this process.Based on emotional event theory,this study demonstrates the mediating role of fear and the moderating role of leader-member exchange and organizational support through three multi-wave,time-lag studies.All three studies were conducted in the form of questionnaires.At longitudinal time nodes,the same group of subjects were tracked and studied,and some demographic variables were controlled as control variables.（1）Study1 collected a total of 94 online samples as a pre-experiment,and collected data at two time points（1 week apart）: the level of third-party abusive management and control variables was measured at T1,and fear was measured at T2 The samples were all from the Internet/e-commerce/financial industry;the results of Study 1 found that third-party abusive management was positively correlated with organizational silence,and fear played an incomplete intermediary role in this process.（2）Study 2 collected 211 online samples,and collected data at 3 time points（both one week apart）: the levels of thirdparty abusive management,leader-member exchange and control variables were measured at T1,and fear was measured at T2 The level of sense,the level of tissue silencing was measured at T3.The subjects of Study 2 were all from non-Internet/ecommerce/financial industries;the results of Study 2 found that leader-member exchange negatively moderated the positive relationship between fear and organizational silence.（3）A total of 273 samples were collected in the third study,and the data were collected by a combination of online and offline methods.Data were also collected at 3 time points:the levels of third-party abusive management,organizational support,and control variables were measured at T1,the level of fear was measured at T2,and the level of organizational silence was measured at T3.The results of study 3 found that organizational support negatively moderated the direct effect between third-party abusive management and organizational silence.Our research complements the literature on third-party abusive management and provides an emotionally driven path to subordinate behaviors resulting from third-party abusive management.At the same time,we also dig deeper into other factors that can influence this path（leadership member exchange and sense of organizational support）,which provides guidance for enterprise management practice.