Abusive Supervision And Employee Workplace Deviance Behavior

Has long been the most significant characteristics of the Chinese culture has always stressed social harmony and interpersonal reasonable arrangements face widespread interpersonal rules, binding face pressure on human behavior. Between the study of improper supervision of the Chinese cultural context boss to face pressure to consider when steering, face pressure and workplace deviant behavior of these three variables In order to investigate the mechanism of action of abusive supervision in the context of Chinese culture, the study is not the relationship between the in-depth study.This study used a literature search, survey research methods. Open in a reference face pressure at home and abroad Scale based on interviews and questionnaires, pre-trial, exploratory factor analysis, confirmatory factor analysis, the preparation of the employees face pressure measurement questionnaire, questionnaires a total of18projects,4a factor. The questionnaire has a good fit, reliability and validity indicators have reached psychology measurement standards, can be used to measure the pressure of our employees face.Next, using independent sample t test, one-way ANOVA of LSD multiple comparisons method to explore the impact of different demographic variables to face pressure. The study results show that:gender, age, educational level, job title, length of service employees in the face pressure there is no significant difference; in the nature of the different enterprises, firm size and different positions of the employees there are significant differences in the dimension of the face pressure.The final preparation good employees face pressure measurement abusive supervision and employee workplace deviation of the questionnaire and another supervisor questionnaire, regression analysis, multivariate analysis of variance, and explore the boss abusive supervision, employees face pressure, employees workplace deviant behavior variable relationship. The study results show that face pressure on employees workplace deviant behavior negative regulatory role face pressure on Organizational deviant behavior negative regulatory role, but face pressure on staff interpersonal deviant behavior there is no regulatory role.