Research On The Relationship Between Improper Supervision And Organizational Commitment And Work Input

Over the past 100 years, the theory of leadership has experienced trait theories, behavioral theories, and contingency theory.80 years later, scholars began to focus on charismatic leadership theory; they have presented all sorts of new concepts, such as charismatic leadership, transformational leadership, visionary leadership, moral leadership, and service leadership. With the exposure of negative behaviors, more and more scholars turned their attention to the negative side. Researchers learn that abusive supervise have a series negative effects on job performance, job burnout, organizational citizenship behaviors and workplace deviance. Scholars also put their attention to the concept of abusive leadership, the measure of abusive leadership, and the reasons why leaders show these behaviors. But only a few scholars are concerned about abusive supervision in China, so we need future research.Positive psychology advocates that positive qualities, such as optimism, engagement, creativity, can promote individual development, growth and satisfaction. Work engagement, as a concept of positive psychology, becomes more and more popular. Seen as the opposite of job burnout, work engagement involves the differences of demographic variables, individual and job characteristics. But abusive supervision how to affect work engagement doesn’t get much attention. So this research will explore this relation and provide a new perspective for the antecedents of work engagement. The foreign study shows that organizational commitment and work engagement are closely related, so this paper will explore the role of organizational commitment between abusive supervision and work engagement, try to further explain this relation.Based on literature review, the study proposed some hypotheses and selects mature scale to measure abusive supervision, work engagement and organizational commitment. The research issued 363 questionnaires, and finally kept 325 effective questionnaires. Getting data by survey employees, working in State-owned enterprises, private enterprises, joint ventures from Beijing, Tianjin, Hunan, Guangzhou, analyzing data by using SPSS, this research revealed that:Firstly, Demographic variables have different impact on each variable. Secondly, abusive supervision has a significant negative effect on work engagement, absorption, vigor, and dedication. Thirdly, abusive supervision has a significant negative effect on organizational commitment, affective commitment and normative commitment. But abusive supervision has a weak positive correlation with continued commitment. Fourth, organizational commitment and its sub-dimension, affective commitment and normative commitment, play a partial mediating role between abusive supervision and work engagement.The theoretical value and innovation:firstly, it enriches the related theories, and fills the gap in the work engagement. Secondly, it can help enterprises to realize the negative effect of abusive supervision. Besides, by enhancing employees’ organizational commitment, managers can reduce the negative impact of abusive supervision.