Research On The Impact Of Abusive Management On Employees' Work Engement In State-owned Enterprise

Abusive supervision is a common phenomenon among Chinese companies, as a kind of negative leadership style, it has adverse effects on employees' working attitude. State-owned enterprise is an important form of business organizations in China, and it emphasis on centralization and has the strict organizational level. Compared with the non-State-owned enterprises, the turnover rate of State-owned enterprise employee is low, and the negative effect of abusive supervision is heavier. Above all, when State-owned enterprise employees suffered abusive supervision, although they will not choose to leave, employees' work attitude will be changed. Work engagement as an important variable of work attitude, how will it be influenced when suffered abusive supervision ? And what's the degree of it? The paper is intend to study the influence of State-owned enterprise' abusive supervision on employees' work engagement, then lets managers realize that abuse supervision will bring harm to employees, after that, managers will discipline themselves and reduce the incidence of abuse management, so as to improve employees' work engagement and promote the development of enterprises. Meanwhile, research on the mediator and the moderator effect of abusive management enable managers to better realize the essence of abusive management, understand the mechanism of abusive supervision, so as to reduce or avoid abusive supervision's negative effects in the future, in order to increase their work engagement, and also improve employees' enthusiasm and create a harmonious working environment, then promote sustainable development of enterprises.Using hierarchical regression,this study is based on a sample of one State-owned enterprise, which has 189 employees,and explores the relationship of abusive supervision and work engagement. Analysis of results showed that abusive supervision has a negative influence on work engagement. Abusive supervision has a negative influence on organizational commitment. Among them, abusive supervision has a negative influence on emotional commitment; abusive supervision has no influence on continuous commitment; abusive supervision has no influence on normative commitment. Organizational commitment has a positive influence on work engagement. Among them, emotional commitment has a positive influence on work engagement. Continuous commitment has a positive influence on work engagement. Normative commitment has a positive influence on work engagement. Organizational commitment has part mediating influence on abusive supervision and work engagement. Among them, emotional commitment has part mediating influence on abusive supervision and work engagement. Continuous commitment and normative commitment has no mediating influence between abusive supervision and work engagement. Locus of control plays a moderating effect between abusive management and work engagement.