Study On Effects Of Employee's Abusive Management Perception On Job Performance

Leadership behavior have been a research hot-spot issues in management.In recent years,the researchers gradually shifted their research direction from the traditional forward leadership behavior to the negative style of leadership behavior.Abusive supervision is a kind of negative leadership behavior,and represented by Tepper in 2000.He defined abusive supervision as “the sustained display of hostile verbal and nonverbal behaviors,excluding physical contact”,and his research also confirmed it would reduce employee job satisfaction,organizational commitment,increased the staff and mental stress.Abusive supervision as a negative style of leadership negatively affects the organization and members of organizations.However,China-based organizational context of abusive supervision practices in research is still relatively small.Because of our country are influenced by the traditional culture and "the respect under the humble" concept,so in our organizations abusive supervision should also be very common and for concern.At the same time,most of previous studies were to explore the negative influence outcome of abusive supervision,and the selection of intermediary variables focuses on self-efficacy,leadership justice and job satisfaction.Very few people from the employees' point of view,especially the internal perception of employees analyzes the intermediary role between abusive management and work performance.The paper based on the Chinese organizational context carried out on the empirical analysis about abusive supervision.Based on the employee,this paper aims to explore the effect mechanism of abusive management on job performance and wants to verify whether employees perceive has the intermediary effect between abuse supervision and job performance.We collect data from 300 employees from different organizations of Shaanxin Provinve and other provinces in China,and end up with 271 valid data.By using hierarchical regression method,the results shows that the abusive management has a significantly negative effect on job performance.The employee's abusive management perception is different because of individual trait difference,which can have a significant influence on the performance of work.Employee's perceive plays a intermediary role in abusive management and job performance.In addition,employees' perception of abusive management plays a complete intermediary role in task performance,and plays a part in the influence of abusive management on peripheral performance.The theoretical value and innovation are,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 in to the relationship between abusive leadership and employee's performance.Besides we reveal the internal mechanisms and the relationship between abusive leadership and the employees' performance.