Effects Of Abuse Leadership Of Employee Performance

Nowadays, a number of scholars pay a great attention to abusive leadership which is a common phenomenon of organization. While after a concrete analysis of the literature we found that there is little cross-cultural research about it. So firstly this article explores the impact of abusive leadership on employees’performance in Chinese scenarios. Then on the basis of literature logical deduction, we select self efficacy and locus of control as a mediator and a moderator respectively, trying to open the black box of how abusive leadership affects employees’ performance.First334employees were tested on the survey. By data analyzing, we amend the measurement scale of main variables to get the formal questionnaire. Statistical analysis of650valid data shows that:(1) Abusive leadership has a significant negative correlation with both task performance and contextual performance,(2) controlled self efficacy and positive self efficacy play a part of the intermediary role between abusive leadership and employees’performance, while self efficacy of stability has not been verified,(3) External locus of control plays a regulatory role on task performance and internal locus of control has a regulatory role on contextual performance.The theoretical value and innovation:First of all, It is useful to improve the adaptation of abusive leadership and employee performance theory in the context of Chinese social and culture, then expand the range of these theories’application.Secondly, we insert a Mediator and a Moderator in to the relationship between abusive leadership and employee’performance. Besides we reveal the internal mechanisms and the relationship between abusive leadership and employees’performance.