The Research On The Impact Of Abusive Supervision On Employees' Job Performance And Satisfaction

Leadership behavior have been a research hot-spot issues in management, and previous studies are mostly from a positive point of view of leadership behavior to the organization and members of the positive impact, but from a negative point of view to explore leadership behavior and its impact are relatively less. However, in recent years researches about the negative style of leadership are beginning of the study of the prevalence. Abusive supervision is a kind of negative leadership behavior, and Represented by Tepper, a large number of foreign scholars begin to conduct relevant researches, and have achieved good results. Tepper (2000)defined abusive supervision as"the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact", and his research also confirmed its would reduce employee job satisfaction, organizational commitment, increased the staff and mental stress. Abusive supervision as a negative style of leadership negatively affects the organization and members of organizations. However, China-based organizational context of abusive supervision practices in research is still relatively small. Because of our country are influenced by the traditional culture and "the respect under the humble" concept, so in our organizations abusive supervision should also be very common and for concern.At the same time, most of previous studies were to explore the negative influence outcome of abusive supervision, or the role of intermediary variables, for a potential role in the regulation of the variable effects rarely, especially on what factors can mitigate or strengthen the adverse effects of abusive supervision. And also very few people from the employees'point of view to analyze the response to abusive supervision measures and how them works with these have not been studied, the paper based on the Chinese organizational context carried out on the empirical analysis about abusive supervision. This study can make the organization have a clear understanding of the negative style of leadership to the organization's hazards, improve labor relations, strengthen of human resources management.First of all, this study demonstrates that abusive supervision practices also exist in our organizational context, and between this behavior and employee task performance, peripheral performance, as well as job satisfaction, there is a negative correlation between all relations, therefore enterprises must identify abusive supervision behavior, choose a rational and effective way to stop such acts from occurring, prevent the negative impact on the organization and the members.Secondly, the study also find that when employees subject abusive supervision acts, ingratiation behavior they take can mitigate the negative impact relations between abusive supervision and employee task performance, peripheral performance ,also satisfaction degrees.Third, the study still find that employees take organizational retaliatory behavior against individual to deal with abusive supervision, but it dose not make any serve adjustment between abusive supervision and task performance, contextual performance; but it can play a positive moderated role between abusive supervision and job satisfaction, which can alleviate the negative correlation between them, which is not expected before the study.Finally, empirical analysis reflects that acts of retaliation against the organization play a negative moderated role between abusive supervision and employee task performance, contextual performance, as well as satisfaction, which make the relationships become worse.By the above research results can be found that abusive supervision as a destructive act has seriously affected the organization and members, while employees in different characteristics will take different way to deal with it, so the end result is also diametrically opposed. However, the majority of our businesses are often not aware of this problem. Based on this, our study will provide three points for enterprise management:First of all, because of abusive supervision make a negative impact on employees'task performance, contextual performance and job satisfaction, therefore, the organization and organizational leaders in the management of implementation should avoid the occurrence of such acts and take positive and effective measures to prevent and control such acts.Secondly, this study analysis the moderated roles of the ingratiation behavior and organizational retaliatory behavior in dealing with abusive supervision .The effect of ingratiation behavior can effectively alleviate the negative influence, while the organizational retaliatory behavior can deteriorate the negative outcomes of abusive supervision.Thus, employees in the use of response measures must be a rational analysis, should take positive and optimistic way instead of acts of vandalism, and finally to achieve a win-win, not a vicious circle.Finally, for the organization and its members, the profound understanding of abusive supervision and the role of the nature of the mechanism can effectively prevent and control its negative effects, thereby enhancing the cohesion of employees, and contribute to long-term development.In academic research, the future could be from the following aspects to conduct further research about abusive supervision :First, about abusive supervision researches are more concentrated on the outside, and based on the study of China's organizational context are less, in the future we can get more studies in our different businesses, different industries, different occupations of workers about the negative impact on the organization and its members, which can fill our lack of the theoretical research on the negative leadership.Secondly, whether foreign or domestic abusive supervision on a small number of studies, they both investigated the results of abusive supervision, and the effect of an intermediary between them. But for the adjustment of the variable is still relatively small, so in the future we can explore the role of abusive supervision mechanism even more than from the perspective of situational variables. At the same time, there is a point of concern, namely, the leader of the organization under what circumstances will produce abusive supervision practices. This is also the direction of the future should be explored.Finally, abusive supervision is not only harm for the staff, but also influence the work team and the entire organization, which is also cause for concern. Previous studies considered more influence on the staff, in the future maybe more consider the impact on the whole team or the organization, which can further expand the breadth of studies of abusive supervision. At the same time, it can deep the abusive supervision theory and empirical researches, also in guiding the company's practices has some help.