A Study On The Relationship Among Superiors' Abusive Supervision, Subordinates' Angry Emotion And Performance Behavior

Abusive supervision was defined as subordinates' perceptions of the extent to whichsupervisors engage in the sustained display of hostile verbal and nonverbal behaviorsexcluding physical contact. Abusive supervision as one of the destructive leadershipbehaviour which generally exists in all kinds of organizations, and empirical studies haveindicated that the hostile behavior will exert negative effects on employees and organizations.Studying " Abusive supervision " helps the development of healthy organization. Recently, ithas become the focus of studies of work and health psychology.The purposes of this dissertation were to investigate the contents of abusive supervisionas well as to study the consequences of abusive supervision in China. For these purposes,some standard research methods, such as literature review and survey were used in thisresearch. In addition, exploratory factor analysis, confirmatory factor analysis, structuralequation modeling, correlation analysis and hierarchical regression analysis were also appliedfor data analysis. Dozens of enterprises and institutions engage in the locking sample weresurvey from6cities in China, finally obtained530valid survey data.The main conclusions areas the following:Firstly, the content of abusive supervision behaviors consisted of two factors, which included "mock belittle","neglect hiding". The reliability and validity of abusive supervision questionnaire were highly enough.Secondly, the research discussed about the demographical variables' effects on abusive supervision. The demographical variables included sex, age, educational status, jobtitle, the type of organization and working age. We found that the demographical variables had some significant effects on some dimensions of abusive supervision.Thirdly, the research discussed the relationship between abusive supervision andits consequence. It was discovered that " mock belittle "and "neglect hiding" were p ositively correlated with anger emotion and positively correlated with workplace deviance and negatively correlated with organizational citizenship behaviors.Fourthly, the research discussed the mediating effect of anger emotion by hierarchical regression analysis. We found that anger emotion was a partial mediating effect in the relationship between two dimensions of abusive supervision and workplace deviance; Meanwhile, we also found that anger emotion was a partial mediating effect inthe relationship between two dimensions of abusive supervision and organizationl citizenship behaviors.