An Empirical Study Of Abusive Supervision And OCB And Psychological Contract Violation In China

Enterprises in China are facing more and more competition pressure in recent years. The employees’ organizational citizenship behavior is considered important to the enterprises’ survival and development. However some negative leadership behavior will bring negative effects on employees’ behavior and abusive supervision is such kind of negative behavior. In recent years, the research of abusive supervision has caused the attention of the academic circles and the negative effects of abusive supervision has been realized,but the effects of abusive supervision on its’ outcome variable and the mechanism between them is still lack of empirical study.This study attempts to explore the relationships among abusive supervision, psychological contract violation, organizational citizenship behavior and the mechanism between abusive supervision and employees’ organizational citizenship behavior through empirical study in China in order to improve enterprises’ human resources work.First, this study summarizes the research achievements of the past and proposes the research content and framework on the base of theoretical analysis; Secondly, preparing questionnaire and carrying out a survey in enterprises;Thirdly. validating research hypotheses by statistic analysis of SPSS. The main conclusions are as follows:1. Abusive supervision is common in enterprises in China.2. Abusive supervision has negative effects on employees’ organizational citizenship behavior, identification with the company, impersonal harmony, protecting company resources and conscientiousness, but has no effects on altruism toward colleagues.3. Abusive supervision has positive effects on employees’psychological contract violation.4. Employees’ psychological contract violation has negative effects on employees’ organizational citizenship behavior.5.Employees’ psychological contract violation and its three dimensions mediate the relationship between abusive supervision and employees’organizational citizenship behavior.