The Influence Of Abusive Management On Job Performance And Its Intermediary Mechanism

More and more scholars began to focus on the negative Abusive Supervisionleadership behavior. Most previous studies focus on the negative effects of the abuse bythe management to bring in disgrace, such as emotional exhaustion, mental stress, lowjob satisfaction, but about Abusive Supervision will involve intermediary variables andtheir impact on the study of the effect of almost rarely. Therefore, based on the context ofthis paper, the first in China to explore Abusive influence the management of employeeperformance possible, and select the self-efficacy literature logical deduction method, incharge of the trust, the leadership of justice as an intermediary variables proposedtheoretical assumptions, using empirical research methods theoretical hypothesisproposed for further analysis, exploration.In the survey of290employees on the basis of the data analysis, the main variablemeasurement scale correction, eventually forming a formal questionnaire, and finally get650valid data, empirical results obtained on the basis of:(1) Abusive Supervision ofincluding task performance and contextual performance, including job performance has anegative effect, this relationship is significant;(2) self-efficacy plays an intermediaryrole between completely Abusive management and employee performance;(3) Thecompetent trust, played a leading part impartial intermediary role between AbusiveSupervision and employee job performance.Theoretical value and innovation of this paper: Firstly, in the Chinese context Abusivemanagement and employee job performance, the promotion of Western theories have apositive role in China ’s adaptation, will help broaden the scope o f application of thetheory; secondly, and more from previous studies organizational justice perspective toexplore Abusive Supervision mechanism of action, this study will attempt to explore fromthe perspective of social exchange theory and COR resource conservation and found thatthe role of social exchange theory helps explain Abusive process management. Alsoresponded Tepper (2007) called for future research should be a different perspective of thetheory or mechanism of action of Abusive Supervisio n depth exploration initiative;(3)previous empirical researches on Abusive Supervision, multi taken from labor-intensivethe employees, the paper samples taken from more than career administrative units,mainly on account of the cause of administrative units affected by deeper than traditionalcorporate culture, between the upper and the lower level is more stringent, high powerdistance, there is something noble and humble and down phenomenon more issignificantly more likely to occur Abusive management issues. Abusive make up somegaps in the management of public services.