The Research On The Content Structure Of Abusive Supervision And Its Relationship With Other Factors In The Context Of Chinese Culture

Abusive supervision refers to subordinates’ perceptions of be extent to which supervisors engage inthe sustained display of hostile verbal and nonverbal behaviors, excluding physical contact. Abusivesupervision impact individuals and organizations from varying degrees as a negative leadershipbehavior.Therefore, it is necessary to carry out the study of the abusive supervision in Chinese cultural context,to discuss the influence of abusive supervision to the relevant consequences variables. I expect that thisresearch could get some valuable conclusions, provide some enlightenment for the future research and providesome advice for enterprise’s management.This dissertation works out the abusive supervision scale based on the Chinese cultural backgroundby the methods of literature review, interview and questionnaire survey and discusses the Content Structure ofAbusive Supervision and and its related problems. The sum of questionnaires are800, recycling effectivequestionnaire425copies. This research used exploratory factor analysis and confirmatory factor analysis. Theconclussions are as the following:Firstly, abusive supervision scale which based on Chinese cultural background consisted of threefactors--ignore slander, obstructionism and excoriation on subordinates, three factors model fitting effect isideal. The reliability and validity of abusive supervision Scales conform to the requirements of thepsychological surveying(α=0.867).Secondly, demographic differences of abusive supervision. The results showed that different genderemployees have no significant difference in abusive supervision on all dimensions. There are significantdifference between different age, education, working years, unit properties and the scale of the enterpriseemployees in each dimension abusive supervision.Thirdly, abusive supervision has a significant positively prediction effect(β=0.394, p<0.001)to theorganizational deviance; abusive supervision of supervisor-directed deviance has a significant positiveprediction effect (β=0.403, p<0.001); abusive supervision to the interpersonal deviance has a significant positive predictive effect (β=0.343, p <0.001).Fourth, power distance to abusive supervision and organizational deviance relationship hassignificant moderating effects(β=-0.095, p<0.05); power distance to abusive supervision and supervisor-directed deviance relationship has significant moderating effects(β=-0.091, p<0.05); power distance to abusivesupervision and interpersonal deviance relationship has no significant moderating effects(β=-0.036, p＞0.05).