The Effect Of Abusive Supervision On Employee’s Job Performance:The Mediating Role Of Cognitive Appraisal

Abusive supervision is defined as subordinates’ perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal,excluding physical contact.It is a typical negative leadership behavior,usually leads employees to experience strong negative emotions,and is not conducive to their physical and mental health,as well as working status.Job performance has always been one of the highly concerned outcome variables in the organizational management field,which plays an important role in the promotion of employees and the long-term development of enterprises.Previous studies have explored how abusive supervision correlates with job performance from the perspective of social exchange and social identity,but less considered the role of individual cognitive appraisal.Therefore,this study attempts to combine cognitive transactional theory and conservation of resources theory to explore the mediating mechanism of challenge-threat appraisal between abusive supervision and job performance from a cognitive perspective,and to examine the moderating role of resilience.This thesis includes two studies.Study 1 adopted a cross-sectional design to collect data from 251 employees through online questionnaires,and then used Bootstrap method to analyze the results.The results show that abusive supervision can negatively predict employees ’ challenge appraisal,challenge appraisal can positively predict employees ’ job performance,abusive supervision have a negative effect on job performance through challenge appraisal.Abusive supervision can also positively predict threat appraisal,which can negatively predict employees’ job performance.Abusive supervision can negatively influence job performance through threat appraisal.In general,abusive supervision will negatively affect employees ’ job performance.In Study 2,through one-on-one interviews with 13 employees,the research hypothesis was further verified,which gave a meaningful explanation for the results of the questionnaire survey.At the same time,it was found that abusive supervision had a certain role in stimulating employees ’ work in a short term,which brought some inspiration to future research on abusive supervision.Combined with the results of questionnaire survey and qualitative research,we conclude that abusive supervision has a certain role in promoting employe es ’ job performance in the short term,but in the long run,abusive supervision is still negatively related to job performance.Finally,this thesis puts forward some feasible suggestions from the two levels of employees and organizations.Employees can alleviate the negative effects by adjusting their work mentality and seeking social support,while organizations can prevent the long-term nature of abusive supervision by formulating scientific systems and adjusting management methods,so as to give full play to the positive role of abusive supervision.