Empirical Research On Relationship Conflict Management On The Abuse

Abusive Supervision as one typical form of negative leadership behaviors, it elicits extensive attention of scholars to the negative impact on organization and employees, and it become a significant and worthy study subject that how to prevent or reduce the Abusive Supervision. However, far less is known about the conditions that predict the occurrence of abusive supervision, especially in Chinese context. Therefore, this study is to explore the relationship between relationship conflict and abusive supervision in the Chinese cultural context, and consider the mediation of depression and moderation of traditionality and neuroticism on the relationship, trying to clarify the mechanism of effects of relationship conflict on abusive supervision.This paper first examined108employees. By data analysing, we revised the measurement scale of main variables to get the formal questionnaire. Hierarchical regression analysis of217valid data suggests that:(1) Abusive supervision has a salient positive correlation with both supervisor’s coworker relationship conflict and supervisor-subordinate dyad relationship conflict;(2) Supervisor’s depression partly mediated the relationship between relationship conflict and abusive supervision;(2) Subordinate’s traditionality moderated the relationship between supervisor’s depression and abusive supervision, subordinate’s neuroticism moderated the relationship between relationship conflict and abusive supervision.The main theoretical contribution of this study: supports for the notion of displaced abusive supervision and undermines a potential alternative explanation; enriches the study of depression in the workplace and the victim theory; to some extent, expands our knowledge of antecedents, moderators, and consequences of abusive supervision in Chinese organizational contexts.