| Along with the changes in the environment and market competition,the effectiveness of the leadership has become an important factor to enhance the efficiency and competitiveness in organizations.Therefore,the study of leadership is always an important issue focused by scholars and entrepreneurs.However,among the numerous studies on leadership,most literatures are trying to explore the characteristics,advantages and behaviors which are closely related with leaders,but pay less attention to disruptive behaviors of leaders to the organization and staff in the real situation.In fact,the presence of abusive supervision will not only affect organizational performance,but also have a profound impact on staffs' attitudes and behaviors.At the same time,the prevalence of overtime culture,gender division of fuzzy,unstable of working,shift of employment,and many other factors produce more conflict between the role of employees' work and family roles.Especially in the mobile internet era,where this phenomenon is particularly evident.Although in recent years with the rise of positive psychology,many scholars realized between work and family roles there are roles benign synergy,and proposed such concept as work-family gain,work-family enhancement,work-family promotion,and work-family bleeding overflow.But in reality,the work-family conflict is still placed in front of theorists and practitioners which is a more universal and urgent problem.In institutional arrangements,many organizations have designed telecommuting,flextime and infant care program and other programs,in order to alleviate the reality of the existence of employees' work-family conflict.But in practice,people gradually found that these policies did not play the expected positive effects.Based on this,scholars take more in-depth study on these issues,and gradually find managers' leadership style has a major impact to staff's work-family relations.Easy to see,even if the organization provides employees with work-family-friendly policies,the improper of managers' leadership will also weak the positive effects of these measures.As for the work-family-friendly policies not being adopted,the negative effects of abusive supervision are even more obvious.Regrettably,despite scholars have realized the importance of work-family relation,and proposed a variety of family-supporting programs to deal with employees' work-family conflict,but few scholars directly study the impact of abusive supervision to staff work-family conflict,and the role of the path in this.In view of that,this article selects abusive supervision as the antecedents changing variable,employees' work-family conflict as the result variable,organizational injustice as the mediating variable,and operating status significantly as the moderator,so as to deeply study the internal relations between these variables.Specifically,there are three parts in this paper:The first part is basic research to revise measure scales.The core variables of this study are abusive supervision,work-family conflict,organization injustice and work role significance,although these variables are relatively mature scales,but mainly generated based on the context of the western developed countries,it is unknown whether suitable for China's organization employees.In other words,whether these scales applying to China's context still remains to be further verified.Therefore by the reliability and validity,this paper examines abusive supervision,work-family conflict,organization injustice and work identity significance overall survey of China's organizations circumstances.The second part is pivotal study of the three relationship.This part is the focus of this study,the three relationship are the direct effect,mediation effect and moderating effect between antecedent variable "abusive supervision",mediating variable "organized injustice",manipulated variable "work identity significance" and outcome variables "work-family conflict".Specifically,firstly,the direct impact effect research of abusive supervision to employees' work-family conflict.This study includes both direct effects of abusive supervision to the employees of family conflict,but also a direct impact on research leading to the devastating effects of domestic employees work conflict.Secondly,the organizations injustice intermediate effect between abusive supervision and employees' work-family conflict.This part will be expanded in two directions,namely work-family conflict and family-work conflict.Finally,the work identity significance moderating effect research between abusive supervision and work-family conflict.This section includes the moderating effect exploration of work identity significance between not only abusive supervision and work-family conflict,but also abusive supervision and family-work relationship.The third part is the conclusions and managerial implications.According to the results,based on which the staff positions,age,sex,thinking,personality,willingness and ability,and many other factors,it should intervene work-family relations in order to address the work-family conflict better.That is,on the basis of empirical research,to provide ideas and reference path for China's employees work-family relationship management.The innovation of this paper are:first,it reveals the mediating effect of procedure injustice and unjust distribution to abusive supervision and staff work-family conflict.Second,it finds the work identity significantly between abusive supervision and employees'work-family conflict.This makes it possible for the China's organizational leadership level to clear staff work-family conflict mechanism,and the employees themselves individual differences,and also to provide effective measures to resolve family conflicts.The main conclusions of this article include:First,the abusive supervision has significant direct influence between both employees' work-family conflict and family-work conflict.Moreover,abusive supervision has influence to staff's time based work-family conflict,press based work-family conflict,and behavior based work-family conflict which are included in work-family conflict.At the same time,abusive supervision also occurs to staff's time based work-family conflict,press based work-family conflict,and behavior based work-family conflict.Second,the program unjust and distribution unfair make an intermediary role between abusive supervision and staff work-family conflict.At the same time,the program unjust and distribution unfair makes it also between abusive supervision and staff family-work conflict.Specifically,the program unfairly has a partial mediator between abusive supervision and staff time based on the conflict between family and destructive leadership and staff based on the pressure in between work-family conflict,and,in abusive supervision and staff based on family time conflict between work and abusive supervision and staff based on the pressure of family conflict between work also has a partial mediator;unjust distribution of abusive supervision and staff based on the pressure of work on the family conflict,and abusive supervision staff work-family conflict between a partial mediating role,and,in destructive leadership and employees based on family time conflict between work,destructive pressure on the leadership and staff of family work conflict between the abusive behavior-based abusive supervision and staff work-family conflict,also have partial mediator.Third,the working identity significance can adjust the relationship between abusive supervision and employees' work-family conflict,but cannot have a moderating effect between abusive supervision and employees' family-work conflict.In other words,for the employees who have different levels of work identity significance,the abusive supervision also make different impact to work-family conflict,but this feature is not reflected in relationship between abusive supervision and family-work conflict. |
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