Study On Abusive Supervision In The Condition Of Chinese Corporation

Tepper defined abusive supervision as"subordinates'perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact". In the past 10 years,a large number of researchers studied the seamy side and abusive supervision of the manager.But there seldom is domestic researchers study relative themes.The purposes of this dissertation were to investigate the contents of abusive supervision as well as to study the consequences of abusive supervision in china. For these purposes, some standard research method, such as literature review and survey were used in this research. The main conclusions are as the following:Firstly, the content of abusive supervision consisted of two, factors, which included intentional aggression and belittle subordinate, The reliability and validity of abusive supervision content questionaire were highly enough.Secondly, the research discussed about the demographical variable's effects on abusive supervision. The demographical variable included sex, age, education background, contact time, unite character, position and the sex of immediate supervisor. We found contact time had some significant effects on some dimensions of abusive supervision.Thirdly, the research discussed about abusive supervision and job burnout. We found"intentional aggression"was positively related to depersonalisation and inefficacy,"belittle subordinate"was positively related to exhaustion, and was negatively related to inefficacy.The content of transforming leadership consisted of four factors, which included inspirational motivation, virtue, individualized consideration and charisma influence. We found the inspirational motivation and virtue were negatively related to exhaustion and depersonalisation;individualized consideration was not linked to exhaustion, depersonalisation and inefficacy; the charisma influence was positively related to exhaustion and was negatively related to inefficacy. The content of transactional leadership consisted of four factors, which included process monitoring, contingent reward, contingent punishments and projected costs. The process monitoring was negatively related to exhaustion,depersonalisation and inefficacy; projected costs was negatively related to exhaustion and positively related to depersonalisation; contingent reward was not linked to exhaustion, depersonalisation and inefficacy; contingent punishment was positively related to exhaustion and negatively related to inefficacy.The content of transactional leadership consisted of three factors, which included benevolent leadership, moral leadership, autocratic leadership. The benevolent leadership was positively related to depersonalisation; the moral leadership was negatively related to exhaustion,depersonalisation and inefficacy; the autocratic leadership was positively related to exhaustion and depersonalisation.Fourthly, transformational leadership was more powerful predictor of job burnout than abusive supervision; transactional leadership was more powerful predictor of job burnout than abusive supervision; paternalistic leadership was more powerful predictor of job burnout than abusive supervision.