The Research On The Relationship Among Abusive Supervision, Organizational Based Self-esteem And Job Performance

As the leader in enterprise management soul and dominant figure, whose words and deeds have been the focus of attention is the news media, but also for academic scholars to explore the hot spots. Abusive supervision this negative leadership behaviors presented in2000and given meaning by American scholars such Tepper:Subordinates perceived leader showed continued hostilities, acts of both language classes, including non-linguistic behavior, but the behavior did not involve physical contact. This definition was put forth has been widely recognized by the academic community. From a practical point of view, Abusive supervision this relatively intense workplace "cold violence" also have a certain universality.This research work through a lot of literature review summarizes the relevant previous studies, scholars have found that finishing on the negative consequences of Abusive Supervision to study more abundant, mainly includes three aspects: Abusive Supervision affect the mental health of employees and job attitudes, influence Abusive Supervision deviant behavior in the workplace, the impact of abuse in the management of job performance. The results of the study variables which job performance, the negative correlation between it and Abusive Supervision although the former has been confirmed, but the majority of scholars to study abroad under the Western cultural background based on localized contexts in China An Empirical Study of the relatively scarce. In addition, in many studies, few scholars concerned intermediary variables between Abusive Supervision and job performance, which is one of the highlights of the study. Organized based on the organizational level of self-esteem that employees perceive the introduction of psychological relationship between organizational behavior and the behavior of employees in the organization to explore the role of intermediary between the self-esteem of both. Taking into account the effects of some demographic factors. on self-esteem and job performance of the organization in order to better understand the differences between the different attributes of employees in the organization of self-esteem and job performance aspects of perception.This paper aims to study the use of empirical methods Abusive management, organizational self-esteem, the relationship between job performance. Depart from the text of the proposition, by reading a lot of literature and theoretical analysis, research and identified Abusive management, organizational definition of self-esteem and job performance, structure and measurement standards, through questionnaires distributed and recovery, data analysis software, the relationship between the three variables has been verified. This paper is divided into five parts: The first part is an introduction, describes the structural arrangement research background, significance, research ideas, research methods and thesis. The second part is a review of the relevant literature and summarized, including Abusive management, organizational self-esteem, work performance and structure definitions. The third part is the study design, including the construction of theoretical models and research hypotheses proposed questionnaire design. The fourth part is the data analysis and hypothesis testing, the main use of SPSS data analysis software, through reliability and validity analysis, analysis of variance, correlation and regression analysis, testing Abusive management, organizational relationship between self-esteem and job performance, and to explore organizational self-esteem intermediary role between Abusive Supervision and job performance, the final validation of the proposed hypotheses. The fifth part is the conclusion of the study, management advice and research prospects, the conclusions of this study to analyze its significance in practice, and to make recommendations for managers to rationalize. In addition, the proposed inadequacies of the study, on the basis of research done in the future outlook.The empirical results show that:Abusive Supervision job performance of subordinates were significantly impact; Abusive management has a significant impact on the organization of self-esteem; organization esteem between Abusive Supervision and job performance has played an intermediary (incomplete) effect. The effect is not entirely an intermediary role in Abusive Supervision and peripheral performance dimension.Conclusions:1.There is a negative correlation between management and subordinates Abusive job performance. Through empirical research on a large sample of data, the paper confirms Abusive Supervision negative effects on task performance and performance. Abusive Supervision as a negative psychological staff leadership behavior will cause some degree of damage. And this will certainly hurt manifested by certain behavior, behavior is more direct leadership of the efficiency of the distribution of staff to complete work tasks decline, task performance decline. The other is the employee enthusiasm receded, that surrounding the performance decline2.There is a positive correlation between the organization of self-esteem and job performance of employees. Employees with high self-esteem of its organizational work performance is relatively high, it is because of the high esteem organization employees in the organization feel that they are respected, their abilities and needs are recognized organization, which makes the employees have a positive willingness to work and enthusiasm to work and thus have a higher job performance. Conversely, low self-esteem organization employees think they were not taken seriously, their ability to work properly exert little influence on whether the organization, so you can not improve job performance.3.Organization of self-esteem plays an intermediary role between Abusive Supervision and job performance. Organizational self-esteem fully mediated Abusive between management and task performance in the description, Abusive Supervision must affect employees through the organization of self-esteem fishes task performance. Self-esteem is not fully mediated tissue between Abusive Supervision and peripheral performance shows Abusive Supervision on the one hand have a direct impact on the surrounding performance, on the other hand have an impact on the surrounding tissue self-esteem through performance.Innovations:1.Previous studies on job performance is mainly starting from the front of the leadership behavior carried out, focusing on exploring possible to improve employee job performance leadership behavior. And this negative From Abusive behavior management to the leadership of its impact on job performance, for the avoidance of the negative behavior of some leaders more realistic. In practice management, leaders strenuous daily positive thoughts when considering how to motivate employees, it is better to reflect upon the management misconduct own existence. 2.Unlike based leader-member exchange as an intermediary to study leadership behavior and job performance relationship. The study from the employee’s inner perception point of view, verify the organization of self-esteem among Abusive Supervision and Job Performance intermediary role.3.Empirical research Abusive Supervision under the background of traditional Chinese culture-based, labor-intensive enterprise level employees as the research object, such studies are rare. Management of traditional enterprises in the Chinese context has a certain significance and practical value.