A Study On The Relation Among Abuse Supervision Employee Silence And Employee Performance

In recent years, researches on employee silence gradually increased, and thesestudies most focused on its antecedent and outcome variables. There are two amongthe variables attracted the attention of the author: the antecedent variable-abusesupervision and the outcome variable-employee performance. When suffered unfairtreatment like abuse supervision, in considering of several factors, such as worryingabout losing their jobs, fearing of being isolated, employees may choose to keepsilence. It is conceivable that, this situation would affect their work attitude, increasetheir work pressure, and obviously cause negative effect on their performance.Although there is no research on the relationship among the three, this study boldlyputs forward hypothesis: employee silence plays a role of intermediary between abusesupervision and employee performance, that is, when employees received abusesupervision, if they can’t faithfully express their ideas but chose to keep silence, thenegative effect on employee performance of abuse supervision will even stronger.Therefore, this study wants to verify whether employee silence has theintermediary effect between abuse supervision and employee performance, by meansof empirical research, looking forward to fill the blank of existing research about therelationship among the three, and hoping to have certain significance on the theoryand reality.First, the study made a review of relate literature, the existing researches showthat: abuse supervision has negative effect on employee performance, including taskperformance and contextual performance (Tepper,2000; Zellars, et al.,2002); whensuffering abuse supervision, employee will choose to remain silence for a variety ofreasons (Morrison&Milliken,2000; Zongyou Wu,2008; Rui Li,2011); employeesilence has negative effect on employee performance (Campbell, et al.,1993). Based on the above review, we proposed the theoretical model and followinghypothesizes: abuse supervision has a positive effect on employee silence andnegative effect on employee performance; employee silence has negative effect onemployee performance; employee silence has the intermediary effect between abusesupervision and employee performance.In order to validate the above hypothesizes, this study used questionnaires fordata collection, and we received304effective questionnaires in total. Then we usedSPSS18.0to analysis and process the data, finally got the following conclusion:(1) Abuse supervision has negative effect on employee performance.(2) Abuse supervision has positive effect on employee silence.(3) Employee silence has a significantly negative effect on contextualperformance, but not significant on task performance.(4) Employee silence plays a partial intermediary role between abusesupervision and employee performance.According to the above conclusion, this paper puts forward the correspondingproposals on the three points of view: organization, managers and employeethemselves, hoping to promote the growth of organization and their employees.