Research On The Effect Of Abusive Supervision On The Employees’Work Engagement

Influenced by the traditional Chinese culture, there is high power distance between superiors and subordinates in all types of organizations in our country. One can often hear employees complain that their superiors ignore them, criticize them wantonly and even abuse them. In recent years, with the viewpoint of "the superior is superior, the subordinate is subordinate" faded away, and with the continuous improvement of the conception of the rights protection, abusive supervision, as a common organizational leadership behavior, has gradually caused more and more attention of scholars. The existing studies show that superiors’abusive supervision has negative impact on employees’work attitude and behavior. And work engagement, as an important dimension of work attitude, its relationship with abusive supervision is more and more important. Therefore, firstly this paper explored the influence of superiors’ abusive supervision to employees’work engagement in the context of Chinese culture, then through the literature logical deduction, the paper selected organizational justice as a media variable, trying to further explain the action mechanism of abusive supervision to work engagement.Through literature review, this study put forward its hypotheses and research model by sorting abusive supervision, work engagement and organizational justice on the basis of existing research results. The study regarded341employees from different areas and organizations as sample, carrying on the questionnaires research about their perceptions of abusive supervision, organizational justice and work engagement. Then it used SPSS19.0software and AMOS17.0software to analyze data and test hypothesis. Finally, it provided some constructive suggestions to the managers for reference.Through questionnaire surveys and statistical analysis, this study drew some conclusions as follow.(1) Abusive supervision can negatively predict work engagement and its sub-dimensions. (2) Abusive supervision can negatively predict organizational justice and its sub-dimensions.(3) Employees’ perception on organization justice and its sub-dimensions can positively predict work engagement.(4) Employees’perception on organization justice and its sub-dimensions can partially mediate the relationship between abusive supervision and work engagement.(5) There are significant differences in abusive supervision, organization justice and work engagement by partial population statistic variables.